Wentworth
Institute of Technology
Disruptive Artificial Intelligence and Sustainable Human Resource Management : Impacts and Innovations -The Future of HR /
It is well-established that every organization is founded with a specific purpose and goals. Virtually all business organizations obtain measurements and metrics dealing with outcomes and results. However, what is reflected on the balance sheet does not necessarily show the actual worth of the organ...
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| Format: | Electronic eBook |
| Language: | English |
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Gistrup, Denmark :
River Publishers,
2023.
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| Series: | River Publishers Series in Computing and Information Science and Technology Series
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| 245 | 0 | 0 | |a Disruptive Artificial Intelligence and Sustainable Human Resource Management : |b Impacts and Innovations -The Future of HR / |c Anamika Pandey, Balamurugan Balusamy, and Naveen Chilamkurti, editors. |
| 264 | 1 | |a Gistrup, Denmark : |b River Publishers, |c 2023. | |
| 264 | 4 | |c ?2023 | |
| 300 | |a 1 online resource (xxiv, 276 pages) : |b illustrations. | ||
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| 505 | 0 | |a Cover -- Half Title -- Series Page -- Title Page -- Copyright Page -- Table of Contents -- List of Contributors -- List of Figures -- List of Tables -- List of Abbreviations -- Introduction -- Chapter 1: Artificial Intelligence and Sustainable Human Resource Management -- 1.1: Introduction -- 1.2: Theoretical Framework -- 1.3: Applications of AI -- 1.4: AI Tools and Techniques -- 1.5: Applications of AI in HR -- 1.5.1: AI-based recruitment -- 1.5.2: Benefits of using AI-based interview applications -- 1.6: AI-enabled Virtual HR Assistant -- 1.7: AI-based HR Analytics | |
| 505 | 8 | |a 1.7.1: How would organizations need to deal in order to implement I-based HR analytics -- 1.8: Benefits of using AI-based HR Analytics -- 1.9: Emerging Domains of AI-based HR Analytics through Text Analytics -- 1.10: What is Sentiment Analysis and its Application in HR? -- 1.10.1: The steps of sentiment analysis -- 1.11: Conclusion: Future of HR and AI -- References -- Chapter 2: The New Era of HRM in the World 2.0 -- 2.1: Introduction -- 2.2: Factors of World 2.0 -- 2.2.1: Employee well-being and resilience -- 2.2.2: Change management-responding to the crisis -- 2.2.3: People connect | |
| 505 | 8 | |a 2.2.4: Infrastructure -- 2.2.5: Collaboration -- 2.3: The Pandemic's Overall Impact on Individuals and Organizations -- 2.3.1: External factors: new work culture and environment (organizations and society) -- 2.3.2: Internal factors: definition of career and rethinking priorities, acquiring new experiences (individuals) -- 2.4: 'The Great Resignation' and Possible Reasons -- 2.5: Conclusion: New Era of HR in the World 2.0 -- References -- Chapter 3: Emerging HR Practices-Digital Upskilling: A Strategic Way of Talent Management and Engagement -- 3.1: Introduction -- 3.2: Theoretical Review | |
| 505 | 8 | |a 3.2.1: Digital upskilling versus hiring new skills -- 3.3: Research Methodology -- 3.4: Managerial Reviews on Digital Upskilling -- 3.5: Demand for Digital Skills -- 3.6: MOOCs (Massive Open Online Courses) and Digital Upskilling -- 3.7: Implementing Digital Upskilling in the Workplace -- 3.7.1: Benefits of digital upskilling -- 3.8: Corporate Practices in Digital Upskilling -- 3.8.1: Amazon's digital upskilling -- 3.8.2: Salesforce.Inc digital upskilling -- 3.8.3: Google digital upskilling -- 3.8.4: Microsoft digital upskilling -- 3.8.5: Henkel digital upskilling -- 3.8.6: PwC-digital upskilling | |
| 505 | 8 | |a 3.9: Impact of COVID-19: on Digital Upskilling -- 3.10: Conclusion -- 3.11: Discussion -- References -- Chapter 4: Impact of Artificial Intelligence on Skill Development Training in India -- 4.1: Introduction -- 4.2: Literature Review -- 4.3: Research Methodology -- 4.4: Analysis and Findings -- 4.4.1: Importance of skill development training in India -- 4.4.2: AI in skill development training -- 4.4.3: Impact of AI on skill development training programmes -- 4.4.4: Skill development for AI -- 4.5: Skills for the Current AI Age -- 4.6: AI Impact on the Future of Skill Development Training Programmes | |
| 520 | |a It is well-established that every organization is founded with a specific purpose and goals. Virtually all business organizations obtain measurements and metrics dealing with outcomes and results. However, what is reflected on the balance sheet does not necessarily show the actual worth of the organizations and ensure their survival and sustainability. Thus, the question arises, what exactly makes the organizations sustainable and thriving in an ever-changing environment? There are several examples of companies like Faber-Castell, Bank of Ireland, Chivas, DuPont and many more which have been able to sustain and survive over more than 200 years and still have a successful existence in the present era. Thus, it is important for the organization to pay equal attention to its three bottom lines, i.e., people, profit and planet for its sustainability, which not only meet the needs of the present generation but should have a futuristic approach as well. In the present era, organizations are adopting a new normal working dynamic and coping with the post-pandemic situations to sustain themselves in the business environment. Technology plays a significant role in this new working dynamic, and cutting-edge technologies like machine learning, artificial intelligence, blockchain,ChatGPT, Internet of Things, and much more effectively facilitate human functioning at work. The book aims to contribute to understanding and developing sustainable human resource management processes and practices aligned with recent technologies. It highlights the interconnection among the three bottom-line sustainable approaches for the growth and development of the organization. Topics discussed in this book include: Disruptive Technologies and HR Sustainability Convergence of Innovative Technologies, HR and Organizational Growth Triple bottom-line Sustainability for HRM Business-oriented Talent analytics and HR Sustainability Role of Leadership in sustainable HRM practices. | ||
| 545 | 0 | |a Dr. Anamika Pandey is presently working as an Associate Dean in School of Business, Galgotias University, Delhi-NCR, India. Her area of specialization is human resource development and organizational change and development. She has more than 16 years of academic and industry experiences. Her bachelors, masters and D.Phil. degrees are from the Central University of India. She has more than 30 research papers in high indexed journals in the area of organizational assessment and techniques, assessment of intangible assets and stress management. She has also authored two books in the area of HR. She is also on the editorial board of one ABDC journal. In addition to her academic experience, she has also conducted more than 30 management development programs for the armed forces, banking and manufacturing sector employees on soft and behavioral skills. Dr. Balamurugan Balusamy is currently working as an Associate Dean Student in Shiv Nadar University, Delhi-NCR. Prior to this assignment he was Professor, School of Computing Sciences & Engineering and Director International Relations at Galgotias University, Greater Noida, India. His contributions focus on engineering education, Blockchain and data sciences. His academic degrees and twelve years of experience working as a Faculty in a global University like VIT University, Vellore has made him more receptive and prominent in his domain. He has 200 plus high impact factor papers published with Springer, Elsevier and IEEE. He has contributed to more than 80 edited and authored books and collaborated with eminent professors across the world from top QS ranked universities. Dr. Balusamy has served up to the position of Associate Professor in his stint of 12 years of experience with VIT University, Vellore. He completed his Bachelors, Masters and Ph.D. degrees with top premier institutions in India. His passion is teaching and adapts different design thinking principles while delivering his lectures. He has published 80+ books on various technologies and visited 15 plus countries for his technical course. He has several top-notch conferences in his resume and has published over 200 of quality journal, conference and book chapters combined. He serves in the advisory committee for several startups and forums and does consultancy work for industry on Industrial IOT. He has given over 195 talks in various events and symposium. Dr. Naveen Chilamkurtiis is currently Acting Head of Department, Computer Science and Computer Engineering, La Trobe University, Melbourne, VIC, Australia. He obtained his Ph.D. degree from La Trobe University. He is also the Inaugural Editor-in-Chief for International Journal of Wireless Networks and Broadband Technologies launched in July 2011. He has published about 165 Journal and conference papers. His current research areas include intelligent transport systems (ITS), wireless multimedia, wireless sensor networks, and so on. He currently serves on the editorial boards of several international journals. He is a Senior Member of IEEE. He is also an Associate editor for Wiley IJCS, SCN, Inderscience JETWI, and IJIPT. | |
| 650 | 0 | |a Personnel management |x Technological innovations. | |
| 650 | 0 | |a Artificial intelligence. | |
| 700 | 1 | |a Pandey, Anamika. | |
| 700 | 1 | |a Balusamy, Balamurugan. | |
| 700 | 1 | |a Pandey, Anamika, |e editor. | |
| 700 | 1 | |a Balusamy, Balamurugan, |e editor. | |
| 700 | 1 | |a Chilamkurti, Naveen, |d 1974- |e editor. | |
| 710 | 2 | |a CRC Press. | |
| 776 | 0 | 8 | |i Print version: |a Pandey, Anamika |t Disruptive Artificial Intelligence and Sustainable Human Resource Management |d Milton : River Publishers,c2023 |z 9788770040440 |
| 951 | |a 3068522 | ||
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