Revista
de la
Universidad
del Zulia
Fundada en 1947
por el Dr. Jesús Enrique Lossada
DEPÓSITO LEGAL ZU2020000153
ISSN 0041-8811
E-ISSN 2665-0428
Ciencias del
Agro,
Ingeniería
y Tecnología
Año 15 N° 42
Enero - Abril 2024
Tercera Época
Maracaibo-Venezuela
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The Use of Artificial Intelligence in Human Resources Processes as Part of
Sustainable Development: Political and Organizational Aspects
Nataliia Bieliaieva *
Maryna Tymoshenko **
Nataliia Nalyvaiko ***
Viktoriia Khmurova ****
Nina Sychova *****
ABSTRACT
The article characterizes and defines the directions of artificial intelligence technology use in
modern organizations and discusses those categories that will remain promising in the future.
It highlights the main advantages and risks that currently exist with respect to the use of
artificial intelligence and its development in Human Resources processes (HR processes). It
was concluded that the main areas of use of artificial intelligence technology in modern
organizations and categories that will continue to be promising in the future are defined:
automation and optimization of processes; generating insights for decision making. It was
emphasized that, in order to prevent the emergence of threats to humanity, in the process of
developing artificial intelligence, specialists must establish certain restrictions and its
developers must prioritize the issue of protection of user data and ensure control of its use.
KEYWORDS: Human Resources, Artificial Intelligence, innovation, management processes,
business management, data security.
Associate Professor, Associate Professor of the Department of Management in State University of Trade and
Economics, Kyiv, Ukraine. ORCID ID:https://orcid.org/0000-0001-8833-1493. E-mail:nswork@ukr.net
Associate Professor of the Department in Finance and Banking of SHEI “Pryazovskyi State Technical
University”, Dnipro, Ukraine. ORCID ID: https://orcid.org/0000-0002-0288-9750. E-mail:
maryna.v.tymoshenko@gmail.com
Associate Professor, Associate Professor of the Department of Ecological Economics and Business in
Ukrainian National Forestry University, Lviv, Ukraine. ORCID ID: https://orcid.org/0000-0003-4310-9367. E-
mail:nalyvajko@nltu.edu.ua
Associate Professor, Associate Professor of the Department of Management in State University of Trade
and Economics, Kyiv, Ukraine. ORCID ID: https://orcid.org/0000-0002-6398-6351. E-
mail:v.khmurova@knute.edu.ua
Associate Professor, Associate Professor of the Department of Management in State University of Trade
and Economics, Kyiv, Ukraine. ORCID ID: https://orcid.org/0000-0002-8492-2605. E-mail:
Nina.sychova@gmail.com
Recibido: 23/08/2023 Aceptado: 16/10/2023
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El uso de la Inteligencia Artificial en los procesos de Recursos Humanos
como parte del desarrollo sostenible: Aspectos políticos y organizacionales
RESUMEN
El artículo caracteriza y define las direcciones del uso de la tecnología de inteligencia artificial
en las organizaciones modernas y debate aquellas categorías que seguirán siendo prometedoras
en el futuro. Se destacan las principales ventajas y riesgos que existen en la actualidad respecto
al uso de la inteligencia artificial y su desarrollo en los procesos de Recursos Humanos
(Procesos RH). Se concluyó que se definen las principales áreas de uso de la tecnología de
inteligencia artificial en las organizaciones modernas y categorías que seguirán siendo
promisorias en el futuro: automatización y optimización de procesos; generar insights para la
toma de decisiones. Se enfatizó que, para prevenir la aparición de amenazas para la humanidad,
en el proceso de desarrollo de la inteligencia artificial, los especialistas deben establecer ciertas
restricciones y sus desarrolladores deben priorizar el tema de la protección de los datos de los
usuarios y garantizar el control de su uso.
PALABRAS CLAVE: Recursos Humanos, Inteligencia Artificial, innovación, procesos de
gestión, gestión empresarial, seguridad de datos.
Introduction
With each decade, the number of challenges and problems in business management
increases in direct proportion to the rate of economic progress of the world economy. The
market type of economy, characteristic of almost all developed countries of the world today, in
which the influence of the state on the activities of business entities is minimal, mostly
prevented the establishment of control and regulation of their activities. In these
circumstances, the use of artificial intelligence in business process management is an
important component of enterprise development (Lyon & Bogodistov, 2021, p. 218-231;
Makedon & Mykhailenko, 2021, p. 133-141).
The emergence of artificial intelligence has changed the usual activities of companies. In
the field of Human Resources (hereinafter – HR), artificial intelligence has long become a very
popular technology, so today the main task of HR leaders is the competent combination of
human and software resources (Artificial Intelligence: Threats and Opportunities, 2023).
According to Gartner, the business value derived from the implementation of artificial
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intelligence has reached 1.2 trillion. dollars worldwide in 2018 and will grow to 3.9 trillion.
dollars until the end of 2022 (Kryvenko, 2019).
In the new 21st century, promising problems of the development of personnel management
are of particular importance for the countries of the world, in which there are large-scale and
deep processes of overcoming financial, economic and managerial crises in the conditions of
increased globalization, robotization and the application of the latest developments of
breakthrough technologies. One of the most promising in application is artificial intelligence
technology, capable of making revolutionary changes in enterprise management processes.
The most striking implementation of artificial intelligence is observed in high-tech
industries related to the use of computer technologies. In these industries, the planning of
production activities and the formation of the sphere of service provision is carried out taking
into account the needs of consumers and the trends of automation and robotization. The rapid
development of technologies indicates that in the near future significant changes will affect the
functioning of almost all spheres of human activity. Indeed, the implementation of elements of
artificial intelligence is becoming increasingly popular among managers and business owners,
despite the high cost, complexity of implementation and risks in use. Experts assess the degree
of impact of artificial intelligence and other innovative technologies on the economy more than,
say, the impact of political risks or climate change.
The economic effect of the introduction of artificial intelligence technologies is manifested
primarily in the growth of profits. This is due to the increase in the productivity of production
of products and the provision of services as a result of the robotization of the main business
processes, as well as the growth of demand for goods and services due to the use of special
analytical programs. It should be emphasized the importance of management activities in the
field of application of artificial intelligence in organizations, the need to form sufficient
awareness of managers regarding its practical use and awareness of the consequences of the
decisions made.
The development of the most modern artificial intelligence technologies, which have an
undeniable potential for use both in global world development and in business, is a scientific
and applied problem characterized by significant complexity and ambiguity. On the one hand,
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the introduction of artificial intelligence will contribute to the solution of current economic,
social and environmental problems in the conditions of the digital transformation of the
economy, and on the other hand, it entails a significant amount of uncertainty, discussions and
ambiguous issues that need to be resolved today. Accordingly, the deep interdisciplinary
nature of this problem, the high level of its significance in modern conditions and the need for
a solution as soon as possible through the joint efforts of scientists from various fields of
knowledge, primarily computer and economic science, increase the level of relevance of
management aspects of the use of artificial intelligence as part of sustainable development.
1. Methodology of the study
The theoretical and methodological basis and information base of the conducted research
are the objective management systems at the enterprise and the functioning systems of
personnel management, domestic and foreign research in the field of management development
in the conditions of the introduction of artificial intelligence and the development of the latest
technologies in the field of business, the functioning of the intellectualization of enterprise
management systems and its structural and functional content.
In this article, a number of general scientific and special methods are used, namely: the use
of the logical-semantic method and the method of going from the abstract to the concrete gave
an opportunity to deepen the conceptual apparatus, to determine the essence and features of
information technologies, in particular, artificial intelligence; the application of system-
structural and system-functional methods made it possible to study the dynamics of the
development of information technologies and systems; experimental-theoretical level methods,
namely analysis and synthesis, historical and logical methods helped to identify and study
certain reliable facts related to the introduction and use of artificial intelligence in HR
processes as part of sustainable development, to accumulate them and carry out theoretical
elaboration.
2. Analysis of recent research
Many scientific works of modern scientists are devoted to the problem of improving the
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personnel management system with the help of artificial intelligence systems and other types
of the latest technologies. At the same time, in the conditions of constant technological
changes and taking into account the fact that in recent years artificial intelligence has gained
significant distribution in various spheres of human activity, including business process
management, the mechanisms of introducing advanced technologies into production activities
require improvement, methodological and practical development.
The purpose of the work is to analyze the use of artificial intelligence in HR processes and
to clarify its impact on management efficiency and determine its potential for achieving
important scientific and practical tasks. The modern market type of economy, which is
characteristic of most developed countries, assumes minimal influence of the state on the
activities of business entities. Such a situation does not always contribute to establishing
control and regulation of their activities. It is in such conditions that the use of artificial
intelligence becomes an important component of the development of enterprises.
The main tasks of a scientific article are:
determine the role of artificial intelligence in HR processes and identify its advantages
based on examples of successful implementation of artificial intelligence in the field of
business process management;
outline potential disadvantages and limitations of using artificial intelligence in HR
processes;
assess the impact of artificial intelligence on the effectiveness of business process
management, in particular on increasing productivity, reducing costs and improving the
quality of decision-making;
find out the potential of artificial intelligence to achieve important scientific and
practical tasks in the field of business process management.
3. Results and discussion
In today's conditions, artificial intelligence has become an integral part of the modern
world and has significant potential for application in management systems in HR processes. It
is able to analyze large volumes of data, identify complex dependencies, make predictions and
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make decisions based on objective algorithms. One of the advantages of using artificial
intelligence is the automation of routine and repetitive tasks of business process management.
This allows you to free human resources from monotonous work and direct them to solving
complex tasks that require creative thinking and a strategic approach.
One of the most important questions that concerns every HR: "Can technology, in
particular artificial intelligence, replace the role of the HR service in the company?". According
to separate studies, 62.55% of respondents are convinced that automation and digitalization
will not be able to replace HR specialists in the company, 23.91% of respondents are convinced
of the opposite (Danylevich et al., 2020, pp. 152–153).
Considering the nature of the development and improvement of artificial intelligence
technologies, it can be stated that the volume of investments from the private sector is
increasing every year. If we take into account the world events of 2022, such as the war on the
territory of Ukraine and recessionary trends against the background of increased inflation in
the EU countries and the changing political situation, we can conclude that artificial
intelligence is one of the most promising areas of development and investment, as well as one
of the central innovations in business process management.
Artificial intelligence and robotics open up new opportunities for HR. The software can
now recognize faces and figure out gender, hear voices and determine moods, decode video
interviews to detect education levels, lies and cognitive abilities. Analytics tools perform
intelligent candidate selection, identify possible career growth options for employees, and tell
managers what leadership skills they need to develop. And the potential possibilities do not
end there: artificial intelligence is used to create so-called chatbots that can interact with
candidates, evaluate video interviews and understand the emotional state after conducting
surveys.
Artificial intelligence in the company is important for many reasons, the main of which are:
the ability to analyze personnel data (resume analysis, evaluation of work efficiency); analysis
of the need for specialists; performing routine tasks (for example, managing requests using
bots); selection of candidates for vacancies and formation of personnel; conducting cognitive
calculations (without additional research, artificial intelligence is able to calculate based on
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given parameters which of the employees can effectively manage, and who is going to leave in
the near future).
With the help of neural networks, it is possible to significantly simplify the analysis of the
labor market. But there are circumstances that prevent the implementation of the latest
technologies due to the high cost. In the scientific literature, the prevailing opinion is that the
use of artificial intelligence and a virtual environment for the implementation of personnel
management processes is not a mass phenomenon, but a rapid increase in the scale of their
transfer to the digital environment is possible in the future (Kravchuk et al., 2021). At the same
time, there are risks related to the use of artificial intelligence, and therefore, as G. Androschuk
rightly noted, this issue requires control by governments so that artificial intelligence is used
exclusively within an ethical framework (Androschuk, 2021, p. 58).
In our opinion, the spread of the use of artificial intelligence in HR management opens up
new opportunities and advantages for companies: 1) savings in the search for qualified
personnel and prevention of losses of intellectual capital as a result of probable losses of
qualified specialists. For example, the automation of training processes allows you to preserve
the knowledge and technologies accumulated in the company, ensuring their loss as a result of
the turnover of specialists who possess this knowledge; 2) reducing the time spent by HR
department personnel on administrative tasks (appointment and control of training courses,
salary calculation, initial selection of candidates, checking their competences, etc.), and,
accordingly, significant savings in the company's labor costs; 3) increasing confidentiality,
which is required of people who, in the performance of HR functions, get access to personal
data; 4) reduction of bias in personnel decision-making; 5) increasing the accuracy in the
performance of HR functions by reducing the number and frequency of human errors in the
administration, selection process, training, calculation of rewards, etc.
In addition, the benefits of artificial intelligence are that it can automatically perform data
processing tasks, process monitoring, demand forecasting, work schedule optimization, and
much more. The use of programs with the application of artificial intelligence reduces costs,
improves the quality of decision-making and promotes innovative development. Artificial
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intelligence is a powerful tool for achieving success in business process management, given its
capabilities and limitations.
Currently, in many companies, the initial selection of resumes takes place automatically,
video interviews and Skype interviews have long and firmly entered the practice of HR
specialists. The automation of daily ongoing work on personnel accounting makes it possible
to create an information base and interface, without which it is impossible to keep track of
working hours, calculation of wages, bonuses and allowances. At the same time, the set of
functions of the personnel management service is gradually changing: new ones are being
added, some are becoming obsolete due to their automation or loss of relevance. However, the
efficiency and speed of execution of almost every process can be increased thanks to
automation and the use of the latest information technologies.
The introduction of algorithms by major cloud providers in the field of human resource
management encourages organizations to store accurate data and scrutinize such tools for
objectivity. At the same time, it is undeniable that artificial intelligence tools need human
supervision. Behind the scenes of the main technology companies, there is a huge number of
people who constantly monitor, train and improve their algorithms, so it will be necessary for
the company to find a specialist who will monitor and configure artificial intelligence systems
at the enterprise.
Recruiting chatbot vendors are expanding their use of natural language processing
technology. The most difficult task is not so much deciphering human language as teaching the
software to ask the right questions and give the right answers without alienating potential
candidates. The need for human participation refutes the assumption that artificial intelligence
can automate everything. With the growing need to develop, implement and verify solutions
based on artificial intelligence, human skills are becoming more important than ever. Now that
the focus of attention is shifting from automation to job redesign, it is critical to understand
the unique capabilities that machines and people create in the process of performing various
tasks.
Despite numerous advantages, the use of artificial intelligence in business process
management systems is also accompanied by certain disadvantages and limitations. One of the
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disadvantages is the need for a large amount of qualitative and representative data for the
effective functioning of artificial intelligence systems. Missing or poor quality data can lead to
unreliable results and incorrect decisions. Also, there is a problem of implementation and
integration of artificial intelligence with existing business process management systems. This
often requires significant costs for replacing or upgrading existing infrastructure and training
staff (Goley & Drik, 2023).
Also, the use of artificial intelligence in HR management imposes new obligations on
companies, which transforms the nature of the performance of specific people management
functions. In order to get the maximum amount of benefits from advanced technologies, HR
competencies must be clearly defined, correlated with business requirements, differentiated by
functions, roles and levels, updated at correctly chosen time intervals, and applied to the
performance of any HR management functions (Bey & Sereda, 2019, p. 95-96).
A promising direction in personnel management is the creation of innovative platforms
based on web technologies that allow creating an interactive communication environment
between the company's employees, which, in turn, will increase their involvement in the
organization's activities. The implementation of this technology in practice will allow the
collection, processing and analysis of various innovative ideas and suggestions of employees,
followed by the application of the most valuable and promising of them in the company's
activities. The formation of a single corporate system, which allows generating and collecting
all the valuable ideas of employees, can significantly increase the innovative activity of the
organization, which in turn will provide it with increased efficiency and competitiveness.
However, it should be noted that the use of this technology is advisable only at enterprises that
have sufficient means to carry out innovative or rationalizing activities. And if not, then the
costs of creating a corporate portal will not bring the expected effect.
Many companies pay a lot of attention to HR branding on their Internet sites, presenting
joint advertising of their products and workplaces. This is caused by the desire to attract the
best professionals, to retain our own qualified staff, to increase the productivity of the staff, to
ensure an innovative breakthrough in business. Pages of corporate sites are created taking into
account the interests of potential employees and indicate the benefits of company employees:
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flexible schedule for working mothers, features of the social package and compensation
systems, etc.
Investments in cloud solutions in the field of personnel management are growing
exponentially: some companies are already reviewing their decision in favor of cloud
technologies, others are still at the stage of studying existing options, but it is quite likely that
they will choose the "cloud" as a result. And it will be clearly the right decision, given the
global changes taking place in markets, business models, jobs and skill requirements, at a pace
at which traditional HR systems and existing operating models cannot keep up. However,
some businesses cannot afford to invest in the development of specialized systems for
personnel management, despite the benefits of these investments in the long term. It is worth
mentioning the reasons for the high cost of developing software products, the main of which is
the high cost of labor of IT specialists.
From the above, we can conclude that the efficiency and competitiveness of an enterprise
largely depend on how effectively it organizes work with personnel, starting from the moment
of its selection and ending with development. Today, there is a huge number of both
traditional and innovative HR management technologies, the correct combination and use of
which can significantly increase the effectiveness of the company's activities. At the same time,
the choice of innovative technologies depends on many factors, the main of which are the size
of the enterprise, its financial condition, general level of development, specificity and purpose
of functioning (Mohylna et al., 2022). The HR service of a modern company must focus on
employees and their development, using modern digital tools for management, training and
motivation. Proper IT implementation allows you to increase your competitive advantage and
minimize the risk of human error.
Currently, the issue of ensuring privacy and data security is quite acute, in particular, when
working with artificial intelligence. Developers must define limits to the secure level of
information that users can access. So, for example, when a certain request for information is
sent, it should be understood that personal data is used for analysis, and usually the individual
cannot control how it will be used in the future. In particular, the policy of OpenAI, the
developer of the popular ChatGPT, states that its employees can use our data for research and
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training. That is why you should be careful when giving access to personal data, because a
person never knows how safe it is to store the information provided, and who can use it.
Despite the convenience and availability of automated and fast generated data, the reliability of
the information obtained should be constantly checked (Artificial Intelligence: Threats and
Opportunities, 2023).
Currently, it is quite difficult to predict potential economic and social threats. The greatest
ethical challenges for humanity may arise when these technologies are given the opportunity to
make independent decisions on which other people's lives depend. In addition, there are fears
that artificial intelligence will, over time and given more and more opportunities, pass a certain
stage of self-awareness and become a full-fledged independent personality. Forecasts for such
developments are not optimistic, and therefore, in the process of developing artificial
intelligence, experts must set certain limits in order to prevent the emergence of serious
threats to humanity.
In the future, there will also be a high demand for organizations to be able to upload their
data, including corporate documents, to ChatGPT in order to quickly get the analytics they
need. However, in order to make this process secure, artificial intelligence must ensure the
confidentiality of information. For this and many other reasons, developers of artificial
intelligence must prioritize the issue of protecting user data and ensuring control over its use.
This is, in particular, important, taking into account the fact that currently the level of interest
in technologies is growing massively among users who do not fully understand how to
correctly and rationally adjust to them.
Conclusions
The prospect of using artificial intelligence technologies in the personnel management
system today and in the future is obvious. In the conditions of further digitalization of society,
their innovative nature is capable of providing sustainable competitive advantages both to
individual companies and at the national level. Internet technologies in the field of HR,
considered in this study, aimed at reducing the influence of the human factor, allow to increase
the quality, productivity, competence and dedication of each individual employee. Thanks to
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their advantages, they help to increase the productivity of employees and simplify the work of
HR specialists.
The involvement of artificial intelligence tools at all stages of the employee's life cycle at
the enterprise is a guaranteed opportunity from the moment of his involvement in the work to
analyze the efficiency of the economic agent as a specialist, objectively evaluate his work and
form a salary, provide an opportunity for personal growth and help in solving current problems.
In the conditions of the active use of artificial intelligence in the field of business process
management, in order to maintain competitiveness, companies need to ensure the correct
hiring process, staff motivation and retention of employees at the workplace for a long time
without reducing productivity. A timely response to employee requests and an understanding
of what drives them (desire for career growth, increasing the comfort level of the workplace,
etc.) will enable company management to strengthen their positions and maintain high
popularity even in times of crisis.
The main areas of use of artificial intelligence technology in modern organizations and the
categories that will remain promising in the future are determined: automation and
optimization of processes (in particular, with the aim of reducing security risks); creation of
insights for decision-making (processing and analysis of Big Data streams from various
stakeholders); imitation of human interaction (chat-bots, virtual assistants that are able to
reproduce real human behavior).
The biggest ethical, economic and social challenges may arise when the latest technologies,
in particular artificial intelligence, will be given the opportunity to make independent vital
decisions. In order to prevent the emergence of serious threats to humanity, specialists must
establish certain limitations in the process of developing artificial intelligence. Artificial
intelligence developers must prioritize the protection of user data and control over its use.
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