Computer Science & Information Management

HR 2.0 and the Transformative Influence of Artificial Intelligence on Human Resource Management
Editors: Dr. Garima Saini
Dr. Mubashir Majid Baba
Dr. Shivani Gupta

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HR 2.0 and the Transformative Influence of Artificial Intelligence on Human Resource Management

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One of the key influencing factors in an industry is technology. Robots have been taking the place of workers in the production department since the 19th century. The third industrial revolution started in the 1970s, when personal computers and the internet were introduced into the workplace and human labor was supplanted by machines. Digital technologies like machine learning (ML) and artificial intelligence (AI) are now permeating day-to-day workplace operations and will drive company change. "An ideal intelligent" machine is described as a flexible agent that senses its environment and acts to increase the likelihood that it will succeed in achieving a particular goal. In contrast to natural intelligence, artificial intelligence is intelligence that is displayed by a computer. Organizations can inform their current performance and daily operations by deploying AI systems. Due to mounting business pressure, harsh bosses recognized the value of artificial intelligence in the workplace. Nowadays, artificial intelligence is being integrated into an organization‘s overall system. In the human resource department, for example, all human functions—-such as candidate screening, hiring, aligning human resource activities, and performance management—-are carried out using AI systems.

The use of artificial intelligence in corporate management is truly groundbreaking and will significantly change how people work—-particularly in the human resources and employment departments. Technologies based on artificial intelligence (AI) have a different effect on how human resource management is done. Create training and development programs for each employee based on background procedures, big data, or data analytics connected to employment practices in real time, for example. Artificial intelligence (AI) is the term used to describe technology that performs tasks that require some amount of intelligence. In other words, a machine that has been taught to perform tasks that people can. The effective and practical application of artificial intelligence has improved the effectiveness of human resource management.

Artificial intelligence is changing how organizations manage their employees and create human resource planning in the modern day in order to increase productivity and up the caliber of employee work. On the other hand, it is now essential that employees‘ interests fit vacancies and welcome young workers in addition to their talents. In today‘s millennial corporate sector, which is going through a revolution in work-life balance, work content, and ethics, the usage of new science-backed technology is crucial. The newest workforce is independent and changing. The best method to connect with them is through technology, such as self-service software or smartphone apps. In order to recruit the best talent, institutions must undertake digital transformation through AI. Artificial intelligence (AI) is becoming increasingly prevalent and changing the landscape in the field of human resources (HR), as it has the potential to streamline processes, enhance decision-making, and improve the overall efficiency of HR functions. However, there are both benefits and challenges associated with the use of AI in HR.

However, there are also concerns about the impact of AI on HR. Some argue that AI could lead to job loss and that it may be biased against certain groups of people. To ensure that AI is used ethically and effectively in HR, it is crucial to prioritize transparency, accountability, and human oversight. HR professionals should work alongside AI systems to ensure that they are using them in a way that is fair and beneficial for both employers and employees. While AI has the potential to transform HR practices, it is important to note that it cannot replace the human element entirely. HR professionals will still be needed to interpret data, make informed decisions, and provide guidance and support to employees.

The edited book seeks to examine the influence of artificial intelligence on human resource management. The book chapters are supposed to use theoretical, philosophical, qualitative, quantitative and/or mixed approaches, analytical, cross-sectional research, various methodological approaches that provide international or national dimensions, as well as those that focus on the philosophical understanding of artificial intelligence and HRM Practices.

Sub Themes:

  • Role of AI in Human Resource Management Sustainability of AI
  • Understanding the Current State of AI Implementation in HRM
  • Exploring the Role of AI in Recruitment and Selection Processes
  • Leveraging AI for Employee Retention
  • Developing AI-Based Employee Wellness Programs
  • Navigating Cultural Differences in AI-Enabled HRM
  • Challenges of Adopting Artificial Technology in Human Resource Management Practices
  • Building an AI-Enabled Learning and Development Ecosystem
  • AI and Workforce Planning
  • AI-Based Performance Appraisal Systems
  • Enhancing Employee Experience with AI
  • The Future of Work and AI-Enabled HRM
  • The Future of AI-Enabled Customer Service
  • Leveraging AI for Customer Insights and Market Research
  • Role of Artificial Intelligence in Re-inventing Human Resource Management
  • HR Analytics: Trends, Challenges and Prospects
  • Challenges of Adopting Artificial Technology in Human Resource Management Practices
  • The Impact of AI on Employee Performance Management
  • Ethical Considerations in AI Implementation in HRM
Important Deadlines:

Submission Guidelines:

Chapter proposal submission due (750 words): 31st July 2023
Primary notification to authors: 15th August 2023
Full chapter submission: 10th October 2023
Chapter acceptance notification: 1st November 2023
Submission of final chapters: 20th November 2023

Send your chapter proposal to:
email: taylorfrancishrm@gmail.com


The book is scheduled to be published by Apple Academic Press. Exclusive co-publishing with CRC Press, Taylor and Francis Group.


NO PUBLICATION/PROCESSING FEE IS INVOLVED AT ANY STAGE


About the Authors / Editors:
Editors: Dr. Garima Saini
CMH, Punjab Engineering College, Chandigarh, garimasaini@pec.edu.in


Dr. Mubashir Majid Baba
Department of Management Studies, University of Kashmir, J&K, mubashirbaba@rediffmail.com


Dr. Shivani Gupta
CMH, Punjab Engineering College, Chandigarh, shivanigupta@pec.edu.in





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