Artificial intelligence (AI)-assisted HRM: Towards an extended strategic framework

IF 8.2 1区管理学 Q1 MANAGEMENT

Human Resource Management Review Pub Date : 2023-03-01 DOI:10.1016/j.hrmr.2022.100940

Ashish Malik , Pawan Budhwar , Bahar Ali Kazmi

引用次数: 9

Abstract

Artificial intelligence (AI) affects human resource management (HRM), and in so doing, it is transforming the nature of work, workers and workplaces. While AI-assisted HRM is increasingly considered a strategy for improving organizational productivity, the academic literature has not yet offered a strategic framework to guide HR managers in adopting and implementing it. However, existing research in this area offers an opportunity to build such a framework. This systematic review of 67 peer-reviewed articles helps to achieve this objective. We critically examine the organizational and employee-centric outcomes of AI-assisted HRM and develop a strategic framework to guide its practice and future research.

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人工智能(AI)辅助的人力资源管理:走向扩展的战略框架

人工智能(AI)影响着人力资源管理(HRM)，因此，它正在改变工作、工人和工作场所的性质。虽然人工智能辅助的人力资源管理越来越被认为是提高组织生产力的一种策略，但学术文献尚未提供一个战略框架来指导人力资源经理采用和实施人工智能。然而，该领域的现有研究为构建这样一个框架提供了机会。本文对67篇同行评议文章的系统综述有助于实现这一目标。我们批判性地研究了人工智能辅助人力资源管理的组织和员工为中心的结果，并制定了一个战略框架来指导其实践和未来的研究。

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 Management Review MANAGEMENT-

CiteScore

20.20

自引率

7.00%

发文量

审稿时长

48 days

期刊介绍： The Human Resource Management Review (HRMR) is a quarterly academic journal dedicated to publishing scholarly conceptual and theoretical articles in the field of human resource management and related disciplines such as industrial/organizational psychology, human capital, labor relations, and organizational behavior. HRMR encourages manuscripts that address micro-, macro-, or multi-level phenomena concerning the function and processes of human resource management. The journal publishes articles that offer fresh insights to inspire future theory development and empirical research. Critical evaluations of existing concepts, theories, models, and frameworks are also encouraged, as well as quantitative meta-analytical reviews that contribute to conceptual and theoretical understanding. Subject areas appropriate for HRMR include (but are not limited to) Strategic Human Resource Management, International Human Resource Management, the nature and role of the human resource function in organizations, any specific Human Resource function or activity (e.g., Job Analysis, Job Design, Workforce Planning, Recruitment, Selection and Placement, Performance and Talent Management, Reward Systems, Training, Development, Careers, Safety and Health, Diversity, Fairness, Discrimination, Employment Law, Employee Relations, Labor Relations, Workforce Metrics, HR Analytics, HRM and Technology, Social issues and HRM, Separation and Retention), topics that influence or are influenced by human resource management activities (e.g., Climate, Culture, Change, Leadership and Power, Groups and Teams, Employee Attitudes and Behavior, Individual, team, and/or Organizational Performance), and HRM Research Methods.