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شناسایی کاربردها و الزامات هوش مصنوعی در فرایند جذب و استخدام | ||
مجله علمی "مدیریت فرهنگ سازمانی" | ||
دوره 21، شماره 1، فروردین 1402، صفحه 75-88 اصل مقاله (908.98 K) | ||
نوع مقاله: مقاله کاربردی | ||
شناسه دیجیتال (DOI): 10.22059/jomc.2021.320799.1008246 | ||
نویسندگان | ||
علیرضا اکبری؛ رضا طهماسبی* | ||
گروه مدیریت دولتی، دانشکده مدیریت و حسابداری، پردیس فارابی دانشگاه تهران، قم، ایران | ||
چکیده | ||
هدف. امروزه، استخدام از دورة سنتی و منفعل عبور کرده و فناوریهای مدرن ظهور یافته و استراتژیهای جدید، مانند تأکید بر ارزیابی مهارتها و بهکارگیری شیوههای آنلاین، در حال افزایش است. از طرف دیگر، استقرار هوش مصنوعی با اهداف عمومی همچنان در حوزة منابع انسانی هدفی بلندمدت است. سرعت پیشرفت سیستمهای هوش مصنوعی تخصصی در صنعت خودرو، رسانههای اجتماعی، تبلیغات، و بازاریابی قابل توجه است. اما پیشرفت بسیار کمتری در مسائل مربوط به مدیریت کارکنان در اولین گام از مسیر هوش مصنوعی در مدیریت منابع انسانی صورت گرفته است. روش پژوهش. در پژوهش حاضر سعی شد با شناسایی کاربردها و الزامات بهکارگیری هوش مصنوعی، به منزلة دانشی نو در جذب و استخدام، علاوه بر ایجاد یک پل بین این دو حوزه، بتوان با بهکارگیری هوش مصنوعی در مباحث مدیریت منابع انسانی گامی مؤثر در جذب افراد شایسته و تأثیرگذار در سازمانها برداشت. پژوهش حاضر به صورت کیفی و با استراتژی مطالعة موردی انجام گرفت. برای جمعآوری اطلاعات از مصاحبه و برای تجزیهوتحلیل اطلاعات از روش تحلیل تم استفاده شد. یافتهها و نتیجهگیری. بر اساس یافتهها، کاربردها و الزامات شناساییشده به منظور بهکارگیری هوش مصنوعی در جذب و استخدام شامل هفت مضمون اصلی است: کاربردها، الزامات فنی، الزامات هوشمندی، الزامات عملکردی، الزامات اخلاقی، کژکارکردها، عوامل غیر ساختاری. | ||
کلیدواژهها | ||
جذب و استخدام؛ مدیریتمنابعانسانی؛ هوشمصنوعی | ||
عنوان مقاله [English] | ||
Identifying applications and requirements of artificial intelligence in re-cruiting process | ||
نویسندگان [English] | ||
Ali Reza Akbari؛ Reza Tahmasebi | ||
Department of public administration, Faculty of Management & Accounting, College of Farabi, University of Tehran, Qom, Iran | ||
چکیده [English] | ||
Purpose - Today, Recruitment has moved from the traditional era, the age of modern technology has embraced us, and new strategies are emerging, such as an emphasis on skills assessment and the use of online methods. On the other hand, the establishment of AI with general goals is still a long-term goal in the field of HRM. The rapid development of specialized AI systems in the automotive industry, social media, advertising and marketing has been remarkable, but much less progress has been made on employee management issues as the first step in the path of AI in HRM. The present research tries to identify the applications of AI as a new knowledge in recruitment, in addition to creating a bridge between these two areas by using AI in HRM to take an effective step in attracting qualified and effective people in organizations. Methodology - The present research has been done qualitatively and with a case study strategy. Interviews were used to collect information and themes analysis was used to analyze the information. Findings - Based on the findings, the identified applications and requirements for using AI in recruitment include 7 main themes: Applications, Technical requirements, Intelligence requirements, Performance requirements, Ethical requirements, dysfunctions and Non-structural factors. | ||
کلیدواژهها [English] | ||
Artificial intelligence, Human resource management, Recruitment | ||
مراجع | ||
راسل، استوارتجی و نورویگ، پیتر (2010). رویکردی نوین در هوش مصنوعی. ترجمة سعید راحتی، محمد بهداد و حمید تیموری. ج 1. چاپ نوزدهم. ویراست دوم. دانشگاه امام رضا(ع).
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