Artificial Intelligence and Human Resource Management

Desklib provides solved assignments and past papers to help students succeed.

PERFORMANCE MANAGEMENT
HR

Introduction
• Artificial intelligence is the reproduction of personal
intelligence processed by computer system
• Primary objectives of this system are creating the
expert system
• System that exhibit and demonstrate intelligence
behaviour is considered as creating expert system
• The application of AI is huge that includes language
processing, vision system and expert system

Introduction
• Technological change is considered to be a third
wave in financial development
• New generation robotics and artificial intelligence
has represented the “third wave” of financial
development
• Most of the difficulties are faced by organisational
employees and human resource management
• Adopting innovative technology helps in saving
money and fast work execution

Change of hotel managers in further 40
years
• Artificial intelligence plays a crucial role, as it
improves the ability of traditional human
activities
• In-person consumer service has been facilitated
in hotel
• AI can be deployed through this way for facing its
customer service
• This automation is applied to sort several large
amounts of data in quick action

Change of hotel managers in further 40
years
• Hotel managers delivers better customer
experience
• 40-50 years earlier maintenance requirements
were checked through following up of manual
checklist
• Multiple database of AI provides important
context
• Hotel managers in maintaining inventory in
blockchain can enhance

Change of construction workers in further
40 years
• For the development of artificial intelligence,
construction project workers can be able to
mitigate risks
• They can prioritize and understand potential
safety within project lifecycle
• New generation robots benefit a range from the
mundane filtering
• Construction project managers can prevent the
price overturn and provides construction safety

Change of construction workers in further 40 years
• Artificial Neural Network is used to predict the cost
• Use of AI reduce the consumed time in onboarding
new resource
• Construction managers applies AI to prioritize and
monitor the risk
• This attribute will save cost and time in
construction project.
• Construction managers can generate data from
drone videos

Change of nurses in further 40 years
• AI is now gaining popularity in digital nursing
home and healthcare sector
• Artificial intelligence manages to grow the
attention of several key stakeholders
• AI can solve upshots of various diseases
• Nurses use AI through prioritizing service users
• In earlier time of nursing profession, demographic
representation was associated with some elusive
goals

Change of nurses in further 40 years
• AI develops safe patient treatment and high quality
healthcare service
• Nurses are now harnessing their power to improve the
patient care
• By existing AI, nurses can accommodate and consume
clinical data
• Application of predictive analysis can increase the job
satisfaction of nurses
• The technique da Vinci allows nurses to perform
various complex processes

Recommendation and Conclusion
• For better application of AI, hotel managers
can improve their hotel and hospitality service
• Managers need to use new generation robots
by AI for customer service
• Connie can able to interact with customers
• As AI can able to determine pattern of foot
traffic

Recommendation and Conclusion
• Application of AI can facilitate robot-assisted
surgery.
• Autonomous healthcare can provide nuanced and
vigilant
• surgical robots can combine vital information from
surgical experiences
• AI operated machinery help to save time and money
• AI provides accurate information that helps to
predict risk

References
• Alexandra-Paraskevi Chytiri, Filippaios, F., & Chytiris, L. (2018). Hotel recruitment and selection practices: The case of the greek hotel industry.International Journal of Organizational
Leadership, 7(3), 324-339.
• Bai, Z. (2015). Development of new rural cooperative economic organizations from the perspective of institutional analysis. Asian Agricultural Research, 7(6), 1-5,12.
• Bratton, J., & Waton, S. (2018). Talent management, emotional labour and the role of line managers in the scottish hospitality industry. Worldwide Hospitality and Tourism Themes, 10(1), 57-68.
• Domínguez-Falcón, C., Martín-Santana, J.,D., & Sa, P. D. (2016). Human resources management and performance in the hotel industry.International Journal of Contemporary Hospitality
Management, 28(3), 490-515.
• Edghiem, F., & Mouzughi, Y. (2018). Knowledge-advanced innovative behaviour: A hospitality service perspective. International Journal of Contemporary Hospitality Management, 30(1), 197-216.
• Francis, H., & Baum, T. (2018). HR transformation within the hotel industry: Building capacity for change. Worldwide Hospitality and Tourism Themes, 10(1), 86-100.
• Gherheș, V., & Obrad, C. (2018). Technical and humanities students’ perspectives on the development and sustainability of artificial intelligence (AI).Sustainability, 10(9), 3066.
• Gibbs, C., MacDonald, F., & MacKay, K. (2015). Social media usage in hotel human resources: Recruitment, hiring and communication. International Journal of Contemporary Hospitality
Management, 27(2), 170-184.
• Gibbs, S. A. (2018). Economic development in a global economy: A delphi study of economic development experts (Order No. 10786063).
• Hakim, W., & Fernandes, A. (2017). Moderation effect of organizational citizenship behavior on the performance of lecturers. Journal of Organizational Change Management, 30(7), 1136-1148
• Jin, W. (2018). Research progress and application of computer artificial intelligence technology. Les Ulis: EDP Sciences.
• Jufrizen, Sari, M., Nasution, M. I., Radiman, & Wahyuni, S. F. (2019). The strategy of spiritual leadership: The role of spiritual survival, workplace spirituality and organizational commitment at
private universities.International Journal of Research in Business and Social Science, 8(1), 64-72.
• Kostyshak, M., Poletaeva, L., Ershova, N., Sarukhanyan, R., & Petrikova, Z. (2018). The system of management of innovative potential of economic systems. Les Ulis: EDP Sciences.
doi:http://dx.doi.org/10.1051/matecconf/201817001100
• Naznin, H., & Hussain, M. A. (2016). Strategic value contribution role of HR.Vision, 20(2), 135-138
• Nguyen, T. L., & H. (2016). Building human resources management capacity for university research: The case at four leading vietnamese universities.Higher Education, 71(2), 231-251.
• Petre, A., Salanţă, I., & Mureşan, A. (2018). PROMOTING INNOVATION IN HOTELS THROUGH HUMAN RESOURCES MANAGEMENT PRACTICES. Cluj-Napoca: Babes Bolyai University.
• Pongpearchan, P. (2016). Effect of transformational leadership and high performance work system on job motivation and task performance: Empirical evidence from business schools of thailand
universities. Journal of Business and Retail Management Research, 10(3)
• Sehrish, K. S., Peng, H., Akram, U., Muhammad, S. K., & Memon, S. (2017). Investigation of talent, talent management, its policies and its impact on working environment. Chinese Management
Studies, 11(3), 538-554.
• Thienphut, D., Jiamprachanarakorn, S., sirasirirusth, j., & Boonloisong, R. (2015). Strategic human capital management for a new university: A case study of suan dusit rajabhat university. Journal
of Knowledge Management, 19(1), 108-120. Úbeda-García, M., Claver-Cortés, E., Marco-Lajara, B., & Zaragoza-Sáez, P. (2017). Human resource flexibility and performance in the hotel industry:
The role of organizational ambidexterity. Personnel Review, 46(4), 824-846. Retrieved from https://search.proquest.com/docview/1906360225?accountid=188056
• Vucur, G. (2016). UTJECAJ OUTSOURCINGA NA PROFITABILNOST HOTELSKIH PODUZECA. Ekonomska Misao i Praksa, 25(1), 283-299. Retrieved from
https://search.proquest.com/docview/1799377783?accountid=188056
• Vučur, G., PhD. (2017). ANALYSIS OF THE RELATIONSHIP BETWEEN OUTSOURCING AND HUMAN RESOURCES MANAGEMENT (HRM) IN HOTEL COMPANIES. Ekonomska Misao i Praksa, 26(2), 895-
916
• Yang, N. (2015). Performance evaluation of rural cooperative economic organizations in hunan province based on structural equation. Asian Agricultural Research, 7(10), 32-38,43.