Abstract
Social trends and information technology are creating pressure, resulting in organizations being forced to update and recreate themselves. Against this backdrop there is an increasing trend to adopt artificial intelligence technologies. This study aims to explore and investigate the effect of Artificial Intelligence (AI) on Human Resources (HR) practices in UAE companies with the help of mixed-method design. A mixed-method design was applied to explore and test the research questions. Semi-structured interviews and survey were conducted, respectively for both the study designs. AI and HR personnel were approached as sample participants for this study. Thematic analysis and PLS-SEM (Partial least squares path modeling) were used to analyze the data, respectively. Positive and significant effects of planned training and development process (0.231→0.021), tactical performance appraisal and integration of AI (0.719→0.000), and integration of AI and efficient HR practices (0.204→0.131) were shown. The moderating role of ease of use on integration of AI and efficient HR practices was negative and insignificant. AI plays an essential role in shifting the HR functions to enter the digitization era. The types of businesses and abilities require some activities such as training and development due to the increased use of technology.
Highlights
The staggering speed with which the business context is shifting from big data to machine learning to artificial intelligence is surprising
Both designs allowed the researcher in shedding light on the existing issues of Human Resources (HR) practices; a conclusive solution can be offered to the employers planning to integrate Artificial Intelligence (AI) in their HR practices
All eight HR professionals agreed on a few aspects, which conventional recruitment has to provide with respect to advantages
Summary
The staggering speed with which the business context is shifting from big data to machine learning to artificial intelligence is surprising. Majority of the firms are confronting to take any initiative in developing data analytics abilities. 41% of employers indicate that they are not ready for utilizing new data analytic tools. AI traditionally classifies a wider class of technologies that perform activities, requiring human assistance or cognition such as decision-making (Minbaeva, 2020). Deep learning has become progressively usual in some data-rich contexts and has represented the competence of machines for mimicking adaptive human decision-making (Raub, 2018). Few organizations have even entered the big data stage in terms of the employees’ management where the potential has been articulated often and loudly in adequate decisions
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