Emerging Technologies in Organizations
Summary of “The adoption of artificial intelligence in human resources management practices.”
Introduction
Artificial Intelligence has become increasingly more beneficial to Human Resources Management departments. The fast-paced development of AI is transforming people's personal lives and how firms network with their employees and customers. This new technological revolution at its core is disrupting the organizations and workplace. The disruption became a necessity for organizations to survive in 2020. The crisis triggered digitalization, and HR functions rapidly transformed to a digital and automated platform-almost all phases of HR functions starting from hiring, onboarding, performance appraisals have been reinvented in the digital realm (Minbaeva, 2021). Leaders quickly learned that AI applications enhance the HRM functions by boosting their efficiency and effectiveness, leading to improved employee experience and better facilitation of performance within organizations (Garg et al., 2022). All leaders are seeking to improve the employee’s experience and performance. Adopting AI into the Human Resources framework is progressive. Younger employees are accustomed to using AI on a regular basis in their personal lives and they are quick to embrace AI in the workplace.
Literature Review (theories)
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H1: There is an impact of Accuracy on Time Saving and Cost Reduction in selected IT companies.
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H2: There is an impact of Automation on Time Saving and Cost Reduction in selected IT companies.
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H3: There is an impact of Computing Power & Capacity on Time Saving and Cost Reduction in selected IT companies.
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H4: There is an impact of Real-Time Experience on Time Saving and Cost Reduction in selected IT companies.
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H 5: There is an impact of Personalization on Time Saving and Cost Reduction in selected IT companies in Chennai city.
Methodology
The authors used descriptive research design. The study was based on primary data collected from respondents and secondary data from reports, articles, and journals.
Researchers targeted employees of IT companies where AI is used in HR management practices. Employees were asked to complete a well-structured questionnaire using the Likert’s 5-point scale. The researchers followed the convenience sampling method and collected data from 274 IT employees. Online google forms were used to collect the data. Questionnaire links were circulated by personal contacts and social media platforms such as X and LinkedIn
Results
Out of 275 respondents, 55% were women and 51.5% were between 26 – 30 years old. And regarding educational background 74% of the respondents had professional or postgraduate degrees.
H1: There is an influence of Accuracy on Time Saving and Cost Reduction in selected IT companies
H2: There is an impact of Automation on Time Saving and Cost Reduction in selected IT companies
H4: There is an impact of Real-Time Experience on Time Saving and Cost Reduction in selected IT companies are supported by the study findings.
Regarding the variables Computing power & Capacity, and Personalization the P values are not significant and hence the hypothesis is not supported.
Conclusion
So based upon the extensive literature review, Accuracy, Automation, Computing Power & Capacity, Real-Time experience, Personalization and Time-Saving and Cost reduction are the potential outcome of AI adoption in HRM
By utilizing AI personalization in HRM, organizations can create a more engaged and satisfied workforce, leading to improved productivity, reduced turnover, and ultimately cost and time savings (Huang et al., 2023; Modgil et al., 2022). AI is beneficial for employee engagement and retention.
Reference
Nawaz, N., Arunachalam, H., Pathi, B.K., Gajenderan, V. (2024). The adoption of artificial intelligence in human resources management practices. International Journal of Information Management Data Insights. 4(1). https://www-sciencedirect-com.ezproxy.gardner-webb.edu/science/article/pii/S266709682300054X#sec0012
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