Evolving uses of artificial intelligence in human resource management in emerging economies in the global South: some preliminary evidence

The effects of artificial intelligence on human resource activities and the roles of the human resource triad: opportunities and challenges

Introduction

This study analyzes the existing academic literature to identify the effects of artificial intelligence (AI) on human resource (HR) activities, highlighting both opportunities and associated challenges, and on the roles of employees, line managers, and HR professionals, collectively referred to as the HR triad.

Methods

We employed the scoping review method to capture and synthesize relevant academic literature in the AI-human resource management (HRM) field, examining 27 years of research (43 peer-reviewed articles are included).

Results

Based on the results, we propose an integrative framework that outlines the five primary effects of AI on HR activities: task automation, optimized HR data use, augmentation of human capabilities, work context redesign, and transformation of the social and relational aspects of work. We also detail the opportunities and challenges associated with each of these effects and the changes in the roles of the HR triad.

Discussion

This research contributes to the ongoing debate on AI-augmented HRM by discussing the theoretical contributions and managerial implications of our findings, along with avenues for future research. By considering the most recent studies on the topic, this scoping review sheds light on the effects of AI on the roles of the HR triad, enabling these key stakeholders to better prepare for this technological change. The findings can inform future academic research, organizations using or considering the application of AI in HRM, and policymakers. This is particularly timely, given the growing adoption of AI in HRM activities.

Artificial intelligence applied to potential assessment and talent identification in an organisational context

Our study provides valuable insights into the relationship between artificial intelligence (AI) and Human Resource Management (HRM). We have minimised bias and ensured reliable findings by employing a systematic literature review and the PRISMA statement. Our comprehensive synthesis of the studies included in this research, along with a bibliometric analysis of articles, journals, indexes, authors' affiliations, citations, keyword co-occurrences, and co-authorship analysis, has produced robust results. The discussion of our findings focuses on critical areas of interest, such as AI and Talent, AI Bias, Ethics and Law, and their impact on Human Resource (HR) management. Our research highlights the recognition by organisations of the importance of talent management in achieving a competitive advantage as higher-level skills become increasingly necessary. Although some HR managers have adopted AI technology for talent acquisition, our study reveals that there is still room for improvement. Our study is in line with previous research that acknowledges the potential for AI to revolutionise HR management and the future of work. Our findings emphasise the need for HR managers to be proactive in embracing technology and bridging the technological, human, societal, and governmental gaps. Our study contributes to the growing body of AI and HR management knowledge, providing essential insights and recommendations for future research. The importance of our study lies in its focus on the role of HR in promoting the benefits of AI-based applications, thereby creating a larger body of knowledge from an organisational perspective.

Smart Health

In recent decades, healthcare organizations around the world have increasingly appreciated the value of information technologies for a variety of applications. Three of the new technological advancements that are impacting smart health are metaverse, artificial intelligence (AI), and data science. The metaverse is the intersection of three major technologies — AI, augmented reality (AR), and virtual reality (VR). Metaverse provides new possibilities and potential that are still emerging. The increased work efficiency enabled by artificial intelligence and data science in hospitals not only improves patient care but also cuts costs and workload for healthcare providers. Artificial intelligence, coupled with machine learning, is transforming the healthcare industry. The availability of big data enables data scientists to use the data for descriptive, predictive, and prescriptive analytics. This article reviews multiple case studies and the literature on AI and data science applications in hospital administration. The article also presents unresolved research questions and challenges in the applications of the metaverse, AI, and data science in the smart health context. For researchers, in addition to providing a good synopsis of the development and applications of the metaverse, AI, and data science in the healthcare area, this article identifies possible future research directions and discusses the possibilities of the metaverse, artificial intelligence, and data science in smart health. For practitioners, this article provides both hospital decision-makers and healthcare workers with practical guidelines and a smart health management model.