هوش مصنوعی درمقابل روشهای هدایت انسانی در ارزیابی استخدام منابع انسانی: فراترکیب مزایا و معایب

نوع مقاله : مقاله پژوهشی

نویسندگان

1 گروه توسعه کارآفرینی، دانشکده کارآفرینی، دانشگاه تهران، تهران، ایران

2 کارشناسی ارشد مدیریت کارآفرینی سازمانی، دانشکده کارآفرینی،دانشگاه تهران،تهران،ایران

3 دانشکده کارآفرینی دانشگاه تهران

10.22080/shrm.2024.5100

چکیده

انتخاب بهترین‌ها برای استخدام منابع انسانی در سازمان‌ها همواره یک چالش اساسی بوده است. امروزه با افزایش دانش ما از پیچیدگی‌های عملکرد انسان‌ها، ارزیابی آن‌ها دشوارتر از گذشته شده است. در این میان با پیشرفت و فراگیرشدن هوش مصنوعی، ارزیابی مبتنی بر هوش مصنوعی افزایش روزافزون دارد؛ اما مانند هر فرآیند نوظهوری، مزایا و معایب آن واضح نیست. تحقیقات مختلف، با نگاه‌های مختلف این موضوع را دنبال کرده‌اند؛ اما هدف این پژوهش فراترکیبی بر مزایا و معایب استفاده از هوش مصنوعی درمقایسه‌با دیگر روش‌های هدایت انسانی در ارزیابی برای استخدام منابع انسانی در سازمان‌ها است. با روش فراترکیب به تحلیل نظام‌مند یافته‌های پژوهشی پیشین پرداخته شد. پرکاربردترین روش‌های ارزیابی به‌ترتیب قضاوت مدیریت، استخدام سنتی، فناوری‌های آنلاین، تصویر کارفرما و اطلاعات جمعیت‌شناختی شناسایی شد. مهمترین معایب این روش‌ها به‌ترتیب، عدم طراحی درست، نابرابری و تبعیض و مزایای آن کاهش حجم کار، فرصت‌های شغلی و جذب بهترین‌ها شناسایی شد. درمقابل، بکارگیری هوش مصنوعی در ارزیابی منابع انسانی دارای چالش‌های عدم پذیرش، تصمیم‌گیری فناوری محور و امنیت اطلاعات و مزایای بهبود تصمیم‌گیری، بهبود در فرایند استخدام و کاهش زمان و هزینه است.

کلیدواژه‌ها

عنوان مقاله [English]

Artificial Intelligence (AI) vs. Human-Led Approaches in Human Resource Recruitment Assessment: A Meta-Synthesis of Advantages and Disadvantages

نویسندگان [English]

  • Mohammad Etemadi 1
  • Ehsan Chitsaz 1
  • Sahar Koushki 2
  • Seyed Mohammadali Jafari 3
1 Department of Entrepreneurship Development, Faculty of Entrepreneurship, University of Tehran, Tehran, Iran
2 Master of Entrepreneurship Management, Entrepreneurship ,Faculty, Tehran University , Tehran, Iran
3 Faculty of Entrepreneurship, Farshi Moghadam Street
چکیده [English]

Selecting the best candidates for human resource recruitment in organizations has always been a fundamental challenge. Today, with our increased understanding of the complexities of human performance, evaluating individuals has become more difficult than before. Meanwhile, with the advancement and widespread adoption of artificial intelligence, AI-based evaluations are on the rise; however, like any emerging process, its advantages and disadvantages are not clear. Various studies have pursued this subject from different perspectives, but the aim of this research is a meta-synthesis of the advantages and disadvantages of using artificial intelligence compared to other human-led methods in the evaluation for recruiting human resources in organizations. Using the meta-synthesis method, previous research findings were systematically analyzed. The most commonly used evaluation methods were identified, in order, as managerial judgment, traditional recruitment, online technologies, employer branding, and demographic information. The most significant disadvantages of these methods, respectively, were improper design, inequality and discrimination, while their advantages were identified as reducing workload, providing job opportunities, and attracting the best candidates. In contrast, employing artificial intelligence in human resource evaluation presents challenges such as lack of acceptance, technology-driven decision-making, and information security, but offers advantages like improved decision-making, enhancements in the recruitment process, and reductions in time and cost.

کلیدواژه‌ها [English]

  • Artificial intelligence
  • electronic recruitment
  • human resources assessment
  • employer image
  • human resources recruitment method

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مدیریت منابع انسانی پایدار
دوره 6، شماره 11
مهر 1403
صفحه 214-191

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