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طراحی چارچوب بکارگیری هوش مصنوعی در مدیریت منابع انسانی: رویکردی اکتشافی | ||
| مدیریت منابع انسانی پایدار | ||
| مقاله 12، دوره 5، شماره 9، مهر 1402، صفحه 284-263 اصل مقاله (1 M) | ||
| نوع مقاله: مقاله پژوهشی | ||
| شناسه دیجیتال (DOI): 10.22080/shrm.2023.4416 | ||
| نویسندگان | ||
| شهناز اکبری امامی1؛ مونا جامی پور* 2؛ سارا فتحی3 | ||
| 1استادیار گروه مدیریت، دانشکده مدیریت و حسابداری، دانشگاه حضرت معصومه (س)، قم، ایران. | ||
| 2دانشیار گروه مدیریت، دانشکده مدیریت و حسابداری، دانشگاه حضرت معصومه (س)، قم، ایران. | ||
| 3کارشناسی ارشد MBA، دانشگاه الزهرا، تهران، ایران | ||
| تاریخ دریافت: 12 شهریور 1402، تاریخ پذیرش: 12 شهریور 1402 | ||
| چکیده | ||
| رشد روزافزون هوش مصنوعی به عنوان یک فناوری جدید و بنیادین توجه بسیاری از پژوهشگران مدیریت را به خود جلب کرده است. در حوزه منابع انسانی نیز هوش مصنوعی یک انقلاب در حال گسترش و غیرقابل توقف است که بر اهمیت ورود هوش مصنوعی به مدیریت منابع انسانی می‌افزاید. علیرغم رشد تمایل سازمان ها به سرمایه گذاری در هوش مصنوعی، پژوهشی که درک جامعی از ابعاد بکارگیری هوش مصنوعی در حوزه منابع انسانی برای مدیران فراهم سازد تاکنون صورت نگرفته است. لذا، هدف از پژوهش حاضر ارائه چارچوبی است تا با بهره‌گیری از رویکرد سیستمی به شناسایی محرک‌ها، فرآیندها و پیامدهای به‌کارگیری هوش مصنوعی در منابع انسانی بپردازد. پژوهش حاضر از نظر شیوه گردآوری داده ها، پژوهشی کیفی و از نظر هدف دارای رویکردی اکتشافی می‌باشد که به منظور استخراج مولفه‌های چارچوب پیشنهادی به مصاحبه‌های باز و عمیق با خبرگان پرداخته شده است. نتایج تحلیل نشان می‌دهد، محرک‌ها تحت عنوان پیشران‌های به‌کارگیری هوش مصنوعی در مدیریت منابع انسانی شامل محرکهای فنآوری، محرکه‌های محیط رقابتی و محرکهای سازمانی دسته‌بندی شدند. وجه دوم مدل تحت عنوان فرایندها شامل انتخاب و استخدام استعدادها، آموزش و توسعه، ارزیابی عملکرد، جبران خدمات و حفظ و نگهداشت نیروی انسانی را شامل می‌شود. در نهایت پیامدهای به‌کارگیری هوش مصنوعی در مدیریت منابع انسانی شامل پیامدهای مرتبط با مالی، فرآیند داخلی، افراد و رشد و یادگیری می‌باشد. شرکت‌ها برای ارزیابی پیشبرد برنامه‌های هوشمندسازی منابع انسانی می‌توانند از یافته‌ها پژوهش استفاده کنند و به‌عنوان اصول راهنمای پیاده‌سازی هوش مصنوعی در منابع انسانی از آن بهره‌مند شوند. | ||
| کلیدواژه‌ها | ||
| هوش مصنوعی؛ مدیریت منابع انسانی؛ منابع انسانی هوشمند؛ رویکرد سیستمی | ||
| عنوان مقاله [English] | ||
| Designing a framework for using artificial intelligence in human resource management: An exploratory approach | ||
| نویسندگان [English] | ||
| shahnaz akbari emami1؛ Mona Jamipour2؛ Sara Fathi3 | ||
| 1Assistant Professor of management group, School of Management and Accounting, Hazrat Masoumeh University, Qom, Iran. | ||
| 2Associate Professor, Department of Management, Hazrat Masoumeh University, Qom, Iran. | ||
| 3M.A of MBA, Alzahra University, Tehran, Iran | ||
| چکیده [English] | ||
| The increasing growth of artificial intelligence (AI) as a new and fundamental technology has attracted the attention of many management researchers. In the field of human resources (HR),, AI is an expanding and unstoppable revolution that increases the importance of AI in HRM. Despite the growing desire of organizations to invest in AI, research that provides a comprehensive understanding of the dimensions of using AI in the field of HR for managers has not been done so far. Therefore, the aim of the current research is to provide a framework to use a systemic approach to identify the antecedents, processes and consequences of using AI in HRM. In terms of the method of data collection, the current research is a qualitative research and in terms of the goal, it has an exploratory approach, in order to extract the components of the proposed framework, open and in-depth interviews with experts have been conducted. The results of the analysis show that the antecedents were categorized into three groups including technological, competitive environment and organizational factors. The second facet of the model under the name of processes includes the selection and recruitment of talents, training and development, performance evaluation, service compensation and human resource retention. Finally, the consequences of using AI in HRMinclude consequences related to finance, internal process, people and growth and learning. Companies can use research findings to evaluate the advancement of human resource intelligence programs and benefit from it as guiding principles for the implementation of AI in HRM. | ||
| کلیدواژه‌ها [English] | ||
| artificial intelligence, human resources management, intelligent human resources, systemic approach | ||
| مراجع | ||
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