Unlocking the value of artificial intelligence in human resource management through AI capability framework
Unlocking the value of artificial intelligence in human resource management through AI capability framework
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DOI：
10.1016/j.hrmr.2022.100899
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发表时间：
2022-12-06
影响因子：
11.4
通讯作者：
Truong, Linh
中科院分区：
文献类型：
--
作者：
Chowdhury, Soumyadeb;Dey, Prasanta;Truong, Linh
人工智能（AI）越来越多地被人力资源管理（HRM）采用，因为它有可能为消费者、员工和组织创造价值。然而，最近的研究发现，尽管投入了时间、精力和资源，但组织尚未体验到采用人工智能的预期好处。现有的人力资源管理研究已经审查了人工智能的应用，预期的好处，以及它对人类劳动力和组织的影响。本文的目的是系统地回顾来自国际商务，信息管理，运营管理，综合管理和人力资源管理的多学科文献，以全面客观地了解人力资源管理中发展人工智能能力所需的组织资源。我们的研究结果表明，组织需要超越技术资源，并将重点放在开发非技术资源上，如人类技能和能力，领导力，团队协调，组织文化和创新思维，治理战略以及人工智能员工整合战略，以从人工智能的采用中受益。基于这些发现，我们提出了五个研究命题，以推进人力资源管理中的人工智能奖学金。在理论上，我们通过提出人工智能能力框架，整合基于资源的观点和基于知识的观点理论，确定实现商业利益所需的组织资源。从从业者的角度来看，我们的框架为管理人员提供了一种系统的方法，可以客观地自我评估组织的准备情况，并制定战略，在人力资源管理中采用和实施人工智能支持的实践和流程。
Artificial Intelligence (AI) is increasingly adopted within Human Resource management (HRM) due to its potential to create value for consumers, employees, and organisations. However, recent studies have found that organisations are yet to experience the anticipated benefits from AI adoption, despite investing time, effort, and resources. The existing studies in HRM have exam-ined the applications of AI, anticipated benefits, and its impact on human workforce and orga-nisations. The aim of this paper is to systematically review the multi-disciplinary literature stemming from International Business, Information Management, Operations Management, General Management and HRM to provide a comprehensive and objective understanding of the organisational resources required to develop AI capability in HRM. Our findings show that or-ganisations need to look beyond technical resources, and put their emphasis on developing non-technical ones such as human skills and competencies, leadership, team co-ordination, organ-isational culture and innovation mindset, governance strategy, and AI-employee integration strategies, to benefit from AI adoption. Based on these findings, we contribute five research propositions to advance AI scholarship in HRM. Theoretically, we identify the organisational resources necessary to achieve business benefits by proposing the AI capability framework, integrating resource-based view and knowledge-based view theories. From a practitioner's standpoint, our framework offers a systematic way for the managers to objectively self-assess organisational readiness and develop strategies to adopt and implement AI-enabled practices and processes in HRM.