Artificial Intelligence–HRM Interactions and Outcomes: A Systematic Review and Causal Configurational Explanation

Assisting artificial intelligence adoption drivers in human resources management: a mediation model

“…Specifically, AI can reform the structure of HRM and be an integrated system that delivers excellent results with the aim of enhancing performance management, workforce planning, people analytics, virtual assistants for selfservice/HR service delivery, career patching, leadership, and coaching [21]. AI creates accurate and trustworthy information databases via the use of algorithms by enabling instant access to data and rapid transmission which enhances human resources [22]. The ability of AI to promote individual workplace learning through a crucial aspect of database management [23].…”

“…[30] identified three primary drivers that influence the adoption of AI in HRM including technological, environmental, and organizational context factors. However, [22] extended the classification of these factors to include organizational preparedness, perceived benefits, and technical expertise. Moreover, [31] provided systematic classifications of these factors including effort expectancy, facilitating condition, performance expectancy, perceived credibility, along with social influence.…”

ICT as the New Age of Development of HR Management

“…Again in this line, but this time based on the essential regular opposition "more AIless human employees" at the organization is dedicated to another research. Authors admit that in this specific case the role of human resource manager is very challenging due to the fact that have at the same time they have to convince people in the organization on the benefits of adoption of AI at different working processes [35]. Exploring the trends in the future development of in relation to AI-HRM, including the line of potential interest of scholars, they argue "future research may investigate the roles of institutions (as an environmental driver) as more rules and regulations emerge to formalize the interaction between AI and HRM" [35].…”

Analysis of the Evolution and Prospects of Introducing Robots and Artificial Intelligence in the Activities of the Modern Competitive Society

“…AI and robotics technology will continue to develop together for many years [1,2,3,4,6,7,8,9,10,12], as shown by several premises and visionary scenarios already outlined, which can be solid arguments for a successful path and a continuous common improvement of the pair made up by AI and robotics. From the point of view of the evolution and perspectives of the symbiosis between robots and artificial intelligence in modern competitive activities oriented mainly towards the industrial environment 4.0, the following aspects and trends stand out: ✓ Increased emphasis will be placed on robot training in the near future: with the help of AI, robots will be easier to train, turning them into a more sustainable investment for smaller companies/ SMEs, as installation and training costs will be reduced.…”

“…By studying and analysing the annual reports on the use of industrial robots [6], as well as all sources of scientific, credible, and recent information on industrial robots and artificial intelligence (AI) [1,2,3,4,7,8,9,10,12], the authors of this paper were able to prepare a well-documented work on the most important and relevant issues related to the recent developments and the evolution trend of the involvement of robots and artificial intelligence in the world of the future − a world full of ambitions and fulminant advances in terms of the engineering conception of products and services directed mainly at industry 4.0., but also embedded in new technologies deemed as ´revolutionary´ such as: IoT, Big Data, Cloud computing, Blockchain, Digital Twin, Artificial Intelligence, Robotics, Process Management/ Automation Systems, Cybersecurity, thus contributing to the acceleration of the adoption by the international market of these state-of-the-art intelligent solutions.…”