Capabilities and competencies for digitised human resource management: perspectives from Australian <scp>HR</scp> professionals

Nankervis, Alan; Cameron, Roslyn

doi:10.1111/1744-7941.12354

Cited by 12 publications

(4 citation statements)

References 20 publications

(34 reference statements)

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“…This form of organization had the necessary dynamics to operate during the pandemic and was built according to the ideas of the postmodern organizational school [22]. Therefore, smartphones have assumed a more vital role than in the past [23]. Additionally, the roles of human resources and their functions are widely affected by these new processes [24].…”

Section: Tourism Management Dynamics and Smartphones During Covid-19mentioning

confidence: 99%

Smartphones as a Platform for Tourism Management Dynamics during Pandemics: A Case Study of the Shiraz Metropolis, Iran

et al. 2023

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During the past three years and with the spread of the pandemic, smartphones were the most important communication bridge between tourists and organizations; now more than ever, they are intertwined with the lives of tourists and destination management organizations. Although much research has been conducted in this field, the investigation of the effects of the pandemic on the technology and functionality of smartphones is one of the topics that has been less discussed. Therefore, the current research was conducted to determine the role of smartphones in tourism management dynamics during the pandemic. The research method was qualitative (content analysis, theme analysis), and 32 people participated in the interview process as a statistical sample. Then, the oral interviews were transcribed, and a thematic analysis was performed. For the analysis of the interviews, MAXQDA 2020 software was used. The results of the research indicate that smartphones were one of the most important platforms for tourism management dynamics during the pandemic, and in the event of a pandemic in the future, they can help contain the destruction to a great extent in their current position.

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Section: Tourism Management Dynamics and Smartphones During Covid-19mentioning

confidence: 99%

Smartphones as a Platform for Tourism Management Dynamics during Pandemics: A Case Study of the Shiraz Metropolis, Iran

et al. 2023

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“…Due to AI's technological potential, it is used in various industries, such as healthcare (Davenport and Kalakota 2019), sales and marketing (Siau and Yang 2017), education (George and Wooden 2023), and supply chain management (Riahi et al 2021). AI also has the potential to transform traditional HR processes (Charlwood and Guenole 2022), which will likely affect HR functions and HR roles (Nankervis and Cameron 2023). It is expected that the relevance of AI will continue to increase (Cooke et al 2021) and that it will shape the future of HR (Vrontis et al 2021).…”

Section: Introductionmentioning

confidence: 99%

In the AI of the Beholder—A Qualitative Study of HR Professionals’ Beliefs about AI-Based Chatbots and Decision Support in Candidate Pre-Selection

Malin,

Kupfer,

Fleiß

et al. 2023

Administrative Sciences

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Despite the high potential of artificial intelligence (AI), its actual adoption in recruiting is low. Explanations for this discrepancy are scarce. Hence, this paper presents an exploratory interview study investigating HR professionals’ beliefs about AI to examine their impact on use cases and barriers and to identify the reasons that lead to the non-adoption of AI in recruiting. Semi-structured interviews were conducted with 25 HR professionals from 21 companies. The results revealed that HR professionals’ beliefs about AI could be categorised along two dimensions: (1) the scope of AI and (2) the definition of instruction. “Scope of Al” describes the perceived technical capabilities of AI and determines the use cases that HR professionals imagine. In contrast, the “definition of instruction” describes the perceived effort to enable an AI to take on a task and determines how HR professionals perceive barriers to Al. Our findings suggest that HR professionals’ beliefs are based on vague knowledge about AI, leading to non-adoption. Drawing on our findings, we discuss theoretical implications for the existing literature on HR and algorithm aversion and practical implications for managers, employees, and policymakers.

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“…Wang et al, 2022;Ni, 2022;Nankervis and Cameron, 2022;Konovalova et al, 2022;Ziebell et al, 2019;Qalhati et al 2020;Vahdat, 2022). It is seen that technology and communication topics such as Internet of Things (IoT), cloud computing, big data, HR informatization, artificial intelligence, mobile communication network, and digital transformation have been intensified in the fields associated with digital HRM applications since the last few years.…”

mentioning

confidence: 99%

A Systematic Bibliometric Analysis on the Current Digital Human Resources Management Studies and Directions for Future Research

Alan¹

2023

Journal of Chinese Human Resource Management

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Electronic Human Resources Management (e-HRM) activities should be continued with more technological and innovative methods. The aim of this research is to examine in detail the current studies on e-HRM based activities and to determine the orientation of the concepts. As a result of keywords analysis, it is seen that big data, artificial intelligence, cloud computing, Internet of Things have come to the fore. In the last ten years, 3888 publications related to e-HRM have been retrieved from the web of science database, and 56 newest articles on Human Resource Management (HRM) application, practice, strategy and execution, which contain search phrases. It is seen that the subject of e-HRM is the starting point in determining the research terms and the main starting point of the articles that guide the study, and the most cited publications in this field are the studies on e-HRM. It is thought that developments in mobile applications, smart automation and artificial intelligence also affect the studies in the field of electronic or digital HRM. The common feature of the most recent publications on technology-oriented HRM practices, strategies and practices is the acceptance that their effects are wide-ranging. Recent discussions on technology and HRM strategies in businesses have emphasized the importance of social context and appear to have developed frameworks that acknowledge both the material and social character of technologies. As a result, the current increase in the use of digital technologies affects the competencies and expectations of the digital workforce.

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Capabilities and competencies for digitised human resource management: perspectives from Australian HR professionals

Cited by 12 publications

References 20 publications

Smartphones as a Platform for Tourism Management Dynamics during Pandemics: A Case Study of the Shiraz Metropolis, Iran

Smartphones as a Platform for Tourism Management Dynamics during Pandemics: A Case Study of the Shiraz Metropolis, Iran

In the AI of the Beholder—A Qualitative Study of HR Professionals’ Beliefs about AI-Based Chatbots and Decision Support in Candidate Pre-Selection

A Systematic Bibliometric Analysis on the Current Digital Human Resources Management Studies and Directions for Future Research

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