Abstract
Teknolojinin sürekli gelişmesi ile birlikte yoğun rekabet ortaya çıkmaktadır. Bu nedenle, kuruluşlar, işletme içi insan kaynakları yönetimi dahil birçok alanda varlıklarını sürdürebilmek için teknolojik gelişmelere gün geçtikçe daha fazla güvenmektedirler. İş dünyasında, özellikle işletmeler için güçlü iş anlayışına sahip personel bulmak daha önce hiç olmadığı kadar kritik hale gelmiştir çünkü aday havuzu çok hızlı bir şekilde genişlemekte ve bunun sonucunda geleneksel prosedürler artık yetersiz hale helmiştir. Bundan dolayı, işletmeler dijital dönüşümün bir sonucu olarak insan kaynakları departmanlarına organizasyon düzeyinde destek sağlamalıdır. Bu araştırma, İnsan Kaynakları bölümünde yapay zeka tabanlı teknolojinin nasıl kullanıldığını incelemektedir. Araştırma sonucuna göre, yapay zeka uygulamalarının genellikle işe alım süreçlerinde kullanıldığını göstermektedir. Ancak, araştırma sırasında, insan kaynaklarının yönlendirme ve eğitim gibi farklı alanlarda da kullanıldığı ortaya çıkmıştır. Bu araştırma sonucunda, yapay zeka uygulamalarının henüz diğer insan kaynakları alanlarında yaygın olarak kullanılmadığı ortaya çıkmıştır. Bu çalışmanın amacı, insan kaynaklarının beklentilerini incelemek ve insan kaynakları yönetiminin farklı alanlarda yapay zeka kullanımındaki boşlukları belirlemektir. Bu çalışma insan kaynakları ve psikoloji yönetimi bölümünde yapay zeka uygulamaları üzerinde gelecekte yapılacak araştırmalar için önemli bilgiler taşıdığı ortaya çıkmıştır.
References
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- Adler, A. (2014). Individual psychology. In An Introduction to Theories of Personality (pp. 83-105). Psychology Press.
- Bampton, R., & Cowton, C. J. (2002, May). The e-interview. In Forum Qualitative Sozialforschung/Forum: Qualitative Social Research (Vol. 3, No. 2).
- Baron, J. (2005). Rationality and intelligence. Cambridge University Press.
- Braun, V., & Clarke, V. (2012). Thematic analysis. American Psychological Association.
- Carson, D., Gilmore, A., Perry, C., & Gronhaug, K. (2001). Qualitative marketing research. Sage.
- Cappelli, P., & Tavis, A. (2016). The performance management revolution. Harvard Business Review, 94(10), 58-67.
- Casanovas-Massana, A., Gómez-Doñate, M., Sánchez, D., Belanche-Muñoz, L. A., Muniesa, M., & Blanch, A. R. (2015). Predicting fecal sources in waters with diverse pollution loads using general and molecular host-specific indicators and applying machine learning methods. Journal of Environmental Management, 151, 317-325.
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- Coşkun, F., & Gülleroğlu, H. D. (2021). The development of artificial intelligence in history and its use in education. Ankara University Journal of Faculty of Educational Sciences (JFES), 1-20.
- Corbin, J. M., & Strauss, A. (1990). Grounded theory research: Procedures, canons, and evaluative criteria. Qualitative sociology, 13(1), 3-21.
- Glaser, B. G., & Holton, J. (2005). Staying open: The use of theoretical codes in grounded theory. The Grounded Theory Review, 5(1), 1-20.
- Höglund, M. (2012). Quid pro quo? Examining talent management through the lens of psychological contracts. Personnel review, 41(2), 126-142.
- Howard-Payne, L. (2016). Glaser or Strauss? Considerations for selecting a grounded theory study. South African Journal of Psychology, 46(1), 50-62.
- Huang, K., Yang, T., Xu, J., Yang, L., Zhao, J., Zhang, X., ... & Wang, C. (2019). Prevalence, risk factors, and management of asthma in China: a national cross-sectional study. The Lancet, 394(10196), 407-418.
- Inkson, K. (2008). Are humans resources?. Career Development International, 13(3), 270-279.
- Jetha, A., Bakhtari, H., Rosella, L. C., Gignac, M. A., Biswas, A., Shahidi, F. V., ... & Smith, P. M. (2023). Artificial intelligence and the work–health interface: A research agenda for a technologically transforming world of work. American Journal of Industrial Medicine, 66(10), 815-830.
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Abstract
With the steady advancement of technology comes intense rivalry. In order to stay in business, organizations are beginning to rely on technological advancements in many areas, including human resource management. Hiring staff with strong business acumen is more crucial than ever, especially in this age of big data. The candidate pool is expanding so quickly that conventional procedures are no longer adequate. Businesses should assist their human resources departments at the organizational level as a result of digital transformation. This research will examine how AI-based technology is used in the Human Resources division. It has been found in this study on the usage of artificial intelligence applications in the sector of human resources that artificial intelligence is typically used in the field of recruiting. However, it was discovered throughout the investigation that human resources are also used in a number of other disciplines, including orientation and education. The research focused on highlighting this gap since it was seen that artificial intelligence implementations were not yet applied in other human resource fields and that there was a gap. The study's objectives are to examine the expectations of human resources professionals and to identify gaps in artificial intelligence use in several spheres of human resource management. The results of this study have implications for future research on artificial intelligence applications and psychology in human resources.
References
- Abdeldayem, M. M., & Aldulaimi, S. H. (2020). Trends and opportunities of artificial intelligence in human resource management: Aspirations for public sector in Bahrain. International Journal of Scientific and Technology Research, 9(1), 3867-3871.
- Adler, A. (2014). Modern psikoloji: Alfred Adler psikolojisine giriş ve tüm çalışmaları. Gece Kitaplığı.
- Adler, A. (2014). Individual psychology. In An Introduction to Theories of Personality (pp. 83-105). Psychology Press.
- Bampton, R., & Cowton, C. J. (2002, May). The e-interview. In Forum Qualitative Sozialforschung/Forum: Qualitative Social Research (Vol. 3, No. 2).
- Baron, J. (2005). Rationality and intelligence. Cambridge University Press.
- Braun, V., & Clarke, V. (2012). Thematic analysis. American Psychological Association.
- Carson, D., Gilmore, A., Perry, C., & Gronhaug, K. (2001). Qualitative marketing research. Sage.
- Cappelli, P., & Tavis, A. (2016). The performance management revolution. Harvard Business Review, 94(10), 58-67.
- Casanovas-Massana, A., Gómez-Doñate, M., Sánchez, D., Belanche-Muñoz, L. A., Muniesa, M., & Blanch, A. R. (2015). Predicting fecal sources in waters with diverse pollution loads using general and molecular host-specific indicators and applying machine learning methods. Journal of Environmental Management, 151, 317-325.
- Charmaz, K. (2006). Constructing grounded theory: A practical guide through qualitative analysis. sage.
- Coşkun, F., & Gülleroğlu, H. D. (2021). The development of artificial intelligence in history and its use in education. Ankara University Journal of Faculty of Educational Sciences (JFES), 1-20.
- Corbin, J. M., & Strauss, A. (1990). Grounded theory research: Procedures, canons, and evaluative criteria. Qualitative sociology, 13(1), 3-21.
- Glaser, B. G., & Holton, J. (2005). Staying open: The use of theoretical codes in grounded theory. The Grounded Theory Review, 5(1), 1-20.
- Höglund, M. (2012). Quid pro quo? Examining talent management through the lens of psychological contracts. Personnel review, 41(2), 126-142.
- Howard-Payne, L. (2016). Glaser or Strauss? Considerations for selecting a grounded theory study. South African Journal of Psychology, 46(1), 50-62.
- Huang, K., Yang, T., Xu, J., Yang, L., Zhao, J., Zhang, X., ... & Wang, C. (2019). Prevalence, risk factors, and management of asthma in China: a national cross-sectional study. The Lancet, 394(10196), 407-418.
- Inkson, K. (2008). Are humans resources?. Career Development International, 13(3), 270-279.
- Jetha, A., Bakhtari, H., Rosella, L. C., Gignac, M. A., Biswas, A., Shahidi, F. V., ... & Smith, P. M. (2023). Artificial intelligence and the work–health interface: A research agenda for a technologically transforming world of work. American Journal of Industrial Medicine, 66(10), 815-830.
- Jones, M., & Alony, I. (2011). Guiding the use of Grounded Theory in Doctoral studies–an example from the Australian film industry.
- Kaya, C., & Ceylan, B. (2014). An empirical study on the role of career development programs in organizations and organizational commitment on job satisfaction of employees. American Journal of Business and Management, 3(3), 178-191.
- Lee, R. E. (2018). Phycology. Cambridge University Press.
Details
| Primary Language | English |
|---|---|
| Subjects | Learning Psychology |
| Journal Section | Research Articles |
| Authors | |
| Publication Date | December 20, 2024 |
| Submission Date | November 16, 2023 |
| Acceptance Date | November 19, 2024 |
| Published in Issue | Year 2024 |