Responsible AI in Organizational Training: Applications, Implications, and Recommendations for Future Development

IF 4.6 3区管理学 Q1 MANAGEMENT

Human Resource Development Review Pub Date : 2024-08-19 DOI:10.1177/15344843241273316

Zhisheng Chen

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引用次数: 0

Abstract

Through a literature review, this study investigates the responsibility, application, and impact of Artificial Intelligence (AI) in organizational training based on the theoretical frameworks of Psychological, Economic, and Systems Theories in Human Resource Development (HRD). It emphasizes the importance of responsible AI training systems that adhere to non-discrimination, privacy, interpretability, professional responsibility, and accountability to ensure AI’s beneficial and equitable contribution to training. The application scenarios of AI in areas such as knowledge management, training needs analysis, training delivery, and feedback to provide personalized and efficient training solutions are analyzed. Moreover, it highlights the differing impacts of AI-supported training on organizations, trainers, and trainees and the significance of stakeholder engagement. Finally, it proposes recommendations for future research to broaden our understanding of AI’s application in training and assess its effects on policies and practices, guiding organizations to adopt AI technologies per HRD principles and ethical standards.

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组织培训中负责任的人工智能：应用、影响和未来发展建议

通过文献综述，本研究基于人力资源开发（HRD）中的心理学、经济学和系统理论框架，调查了人工智能（AI）在组织培训中的责任、应用和影响。研究强调了负责任的人工智能培训系统的重要性，该系统应坚持非歧视、隐私、可解释性、专业责任和问责制，以确保人工智能对培训做出有益和公平的贡献。报告分析了人工智能在知识管理、培训需求分析、培训交付和反馈等领域的应用场景，以提供个性化和高效的培训解决方案。此外，报告还强调了人工智能支持的培训对组织、培训师和学员的不同影响，以及利益相关者参与的重要性。最后，它提出了未来研究的建议，以拓宽我们对人工智能在培训中的应用的理解，评估其对政策和实践的影响，指导组织按照人力资源开发原则和道德标准采用人工智能技术。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Human Resource Development Review MANAGEMENT-

CiteScore

9.60

自引率

17.20%

发文量

期刊介绍： As described elsewhere, Human Resource Development Review is a theory development journal for scholars of human resource development and related disciplines. Human Resource Development Review publishes articles that make theoretical contributions on theory development, foundations of HRD, theory building methods, and integrative reviews of the relevant literature. Papers whose central focus is empirical findings, including empirical method and design are not considered for publication in Human Resource Development Review. This journal encourages submissions that provide new theoretical insights to advance our understanding of human resource development and related disciplines. Such papers may include syntheses of existing bodies of theory, new substantive theories, exploratory conceptual models, taxonomies and typology developed as foundations for theory, treatises in formal theory construction, papers on the history of theory, critique of theory that includes alternative research propositions, metatheory, and integrative literature reviews with strong theoretical implications. Papers addressing foundations of HRD might address philosophies of HRD, historical foundations, definitions of the field, conceptual organization of the field, and ethical foundations. Human Resource Development Review takes a multi-paradigm view of theory building so submissions from different paradigms are encouraged.