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Unit I Discussion

Tatyana, a faculty member at Abraham Baldwin Agricultural College, aims to complete her Doctor of Business Administration by 2027 and is interested in entrepreneurship and organizational change. She discusses a study by Nawaz et al. (2024) on the integration of AI in HRM, highlighting its potential benefits in accuracy and efficiency, while noting limitations in computing power and personalization. The study suggests further research on AI's impact on employee well-being and workplace culture, emphasizing the need for a balance between automation and human-centered practices.

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Tatyana Pashnyak
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24 views2 pages

Unit I Discussion

Tatyana, a faculty member at Abraham Baldwin Agricultural College, aims to complete her Doctor of Business Administration by 2027 and is interested in entrepreneurship and organizational change. She discusses a study by Nawaz et al. (2024) on the integration of AI in HRM, highlighting its potential benefits in accuracy and efficiency, while noting limitations in computing power and personalization. The study suggests further research on AI's impact on employee well-being and workplace culture, emphasizing the need for a balance between automation and human-centered practices.

Uploaded by

Tatyana Pashnyak
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Hello All,

My name is Tatyana and I live in Bainbridge, Georgia. I am currently a faculty member at


Abraham Baldwin Agricultural College (ABAC) Bainbridge site where I teach business,
management, and marketing courses. My future goals include completing my Doctor of Business
Administration (DBA) in Management by the end of 2027 and continuing to refine my teaching
and research expertise. I am particularly interested in entrepreneurship, leadership, and
organizational change, as I believe these areas are fundamental to economic growth and
innovation. Additionally, I hope to use my education to further support student success,
contribute to academia, and pursue consulting opportunities in business and management.

As organizational change is one of my areas of interest, I found the empirical research study by
Nawaz et al., 2024, to be of interest. The study explores the integration of Artificial Intelligence
(AI) technologies into human resource management (HRM) processes, particularly within IT
companies. The study also examines the impact of AI adoption on key HR outcomes, such as
accuracy, automation, computing power and capacity, real-time experience, personalization,
time-saving, and cost reduction.

Research Findings
The authors of this study suggest, based on research findings, that AI technologies may
significantly influence HRM by improving accuracy, automation, and real-time experience, all of
which may contribute to substantial time-saving and cost reduction. The research findings
support the hypothesis that AI-driven accuracy enhances workforce planning and decision-
making by minimizing human errors and improving predictive analytics. Automation, another
crucial factor, may optimize HR efficiency by streamlining repetitive tasks, such as candidate
screening, onboarding, and payroll administration, allowing HR professionals to focus on
strategic initiatives. Moreover, the authors argue that real-time experience may positively impact
time-saving and cost reduction by facilitating immediate data processing, thus leading to more
agile decision-making.

However, the findings of this study do not support a significant relationship between AI’s
computing power and capacity and its impact on cost reduction or time efficiency. Similarly, the
personalization aspect of AI in HRM does not appear to yield immediate cost-saving benefits, as
the engagement process is time-consuming and requires long-term investment before yielding
measurable outcomes.

Recommendations for Further Research


The authors suggest several directions for future research. First, they recommend expanding the
scope of the study beyond IT firms in Chennai, India, to include other metropolitan cities and
industries, such as healthcare and tourism. This expansion would provide a broader perspective
on the application of AI in HRM across different sectors. Additionally, they propose investigating
other potential outcomes of AI in HRM, such as its role in fostering unbiased, data-driven
decision-making and creating a competitive advantage for organizations. Finally, the future
research should explore the challenges associated with AI implementation in HRM, including
employee resistance, ethical concerns, and data privacy issues, as suggested by Chowdhury et al.,
2024.
One additional area that warrants further investigation is the impact of AI-driven HRM on
employee well-being and job satisfaction, as argued by Sweiss and Yamin, 2024. While the study
focuses on operational efficiency and cost reduction, it does not address how AI adoption affects
workplace culture, employee morale, and mental health. As AI takes on more HR functions, such
as performance evaluations and recruitment, it is crucial to assess whether these automated
processes foster a positive work environment or lead to employee dissatisfaction due to lack of
human interaction and perceived fairness issues. Understanding these implications can help
organizations strike a balance between technological efficiency and human-centric HR practices.

Discussion Question
Given the potential benefits and challenges of AI integration in HRM, what strategies can
organizations implement to ensure a balance between automation and maintaining a human-
centered workplace culture?

I look forward to engaging with this class and learning from all of you!

Tatyana

References

Chowdhury, S., Budhwar, P., & Wood, G. (2024). Generative artificial intelligence in business:
towards a strategic human resource management framework. British Journal of
Management, 35(4), 1680-1691. https://doi.org/10.1111/1467-8551.12824

Nawaz, N., Arunachalam, H., Pathi, B. K., & Gajenderan, V. (2024). The adoption of artificial
intelligence in human resources management practices. International Journal of
Information Management Data Insights, 4(1), 100208.
https://doi.org/10.1016/j.jjimei.2023.100208

Sweiss, M. I. K., & Yamin, M. A. Y. (2024). The Role of AI-Enabled Human Resource Practices
Towards Task Satisfaction and Employee Creative Willingness. SAGE Open, 14(3).
https://doi.org/10.1177/21582440241281618

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