PERAN ARTIFICIAL INTELLIGENCE TERHADAP EFISIENSI MANAJEMEN SUMBER DAYA MANUSIA UNTUK PERSONIL MILITER INDONESIA DEMI MEMPERKUAT PERTAHANAN NEGARA

Kecerdasan buatan (Artificial Intelligence) diharapkan mampu untuk mentransformasi tatanan semua sektor tak terkecuali di bidang manajemen sumber daya manusia (SDM). Atas nama efisiensi, penggunaan AI dianggap dapat memainkan peran untuk meningkatkan otomatisasi secara cerdas yang memungkinkan para manajer untuk mengedepankan kemampuan manusia secara eksklusif namun menempatkan teknologi sebagai basisnya. Ide yang terkandung dalam kecerdasan buatan untuk efisiensi sumber daya manusia selaras dengan salah satu pokok pemikiran ilmu manajemen pertahanan, dimana manajemen pertahanan mengacu kepada pengelolaan sumber daya untuk melaksanakan kegiatan pertahanan negara yang dituntut harus melibatkan strategi yang kuat, alokasi sumber daya termasuk sumber daya manusia secara efektif demi terwujudnya kesiapan operasional yang mumpuni. Sebagai personil militer nasional, TNI sudah pasti mengharuskan untuk bisa menyerap talenta terbaik bangsa demi memperkokoh strategi pertahanan negara. Disinilah kecerdasan buatan dalam manajemen sumber daya manusia berperan. Penelitian ini menggunakan metode studi literatur dengan pendekatan deskriptif kualitatif sebagai pendekatan penulisan utama dan menggunakan data sekunder berdasarkan tinjauan yang dilakukan secara komprehensif terhadap jurnal, laporan serta arsip (data dokumenter). Artikel ini akan menjelaskan tentang masalah manajemen sumber daya manusia jenis apa saja yang bisa diselesaikan dengan melibatkan kecerdasan buatan serta terdapat ancaman apa yang terkandung didalamnya untuk bisa diwaspadai serta bagaimana solusi ini bisa memperkokoh sistem manajemen sumber daya manusia di dalam TNI. Artikel ini menemukan bahwa penggunaan kecerdasan buatan dalam manajemen sumber daya manusia dapat mengurangi beban departemen SDM sehingga mereka dapat memanfaatkan waktunya untuk pengambilan keputusan strategis lainnya atau memecahkan masalah penting dan juga AI berperan sebagai alat untuk mengidentifikasi, memprioritaskan, dan memilih inisiatif misi baru secara sistemati

A fuzzy expert system (FES) tool for online personnel recruitments

The advent of the internet has facilitated greater access to the myriad of job opportunities available globally. Currently there exist many job application submission portals that are being used for online job recruitment purposes. However, the task of many of these job submission portals is limited to matching the professional and academic qualifications of applicants with the requirements of employers and several organisations and does not involve the ranking of applicants’ credentials according to their relative suitability for the jobs applied for. In this paper, we describe the implementation of fuzzy expert system (FES) tool for selection of qualified job applicants with the aim of minimising the rigour and subjectivity associated with the candidate selection process. A performance evaluation of the FES tool that was conducted confirmed the viability of a FES-based approach in handling the fuzziness that is associated with the problem of personnel recruitment

Recruitment of Indigenous Australians with linguistic and numeric disadvantages

Recruitment challenges for mining corporations operating in Australia have intensified with the increasing global demand for mineral resources and the 1993 Native Title legislation compelling negotiated land use agreements. A finite labour pool, further compressed by an ageing and retiring workforce, competition for labour, a poor industry image as well as a requirement for applicants to possess particular educational and vocational competencies has not been offset by greater Indigenous participation, despite training provisions being a feature of land use agreements. This paper presents an analysis of a novel recruitment technique that is devoid of the need for English literacy and numeracy skills, for Indigenous people with expectations to be employed in the extensive mining operations at Nhulunbuy on the Gove Peninsula of the Northern Territory (NT) of Australia. Predicating the scheme design was a comprehensive literature reporting that the English literacy and numeracy skills likely to be held by Australian Indigenous people would preclude them from usefully participating in standard Western recruitment procedures. Analyses reveal that the scheme is a robust predictor of sustainable employment. This leads to a line of reasoning that discriminatory recruitment practices can be substituted with alternative methods to identify human work related potential and, subsequently, address economic challenges and social dislocation of marginalised Indigenous groups

‘Are we there yet?’ Australian HR professionals and the Fourth Industrial Revolution

Although still in its early stages, the Fourth Industrial Revolution (FIR), which involves a broad range of artificial intelligence, robotics and machine learning technologies, will fundamentally change the way many of us work and relate to one another. Driven by technology, this transformation presents a range of challenges, as well as opportunities, where we might expect Human Resource (HR) professionals would lead the way. However, little is currently known in relation to how prepared HR professionals in Australia are to ready their organisations for this new era of work and associated resourcing. Consequently, this paper goes some way towards closing that gap. Specifically, the study reported here sets out to explore the levels of preparedness amongst Australian HRM professionals for the impact of the FIR on organisations, workplaces, jobs and skills, as well as on their own professional roles and competencies. The study utilised a sequential mixed methods research design with two phases, the first was qualitative focus groups (n = 5) followed by a quantitative online survey of selected senior HR practitioners (n = 150). The findings indicate that, while most believe that FIR technologies might be useful for their organisations and assist with improving job performance, increasing productivity and making jobs easier for employees, contrarily many did not intend to use them in the foreseeable future. Marginal support was also evident in relation to the potential contributions of FIR technologies to HR process enhancement and overall HR effectiveness. Most respondents were also not impressed with the lack of current Australian government FIR strategies and policies

AI-Augmented HRM: Literature review and a proposed multilevel framework for future research.

The research using artificial intelligence (AI) applications in HRM functional areas has gained much traction and a steep surge over the last three years. The extant literature observes that contemporary AI applications have augmented HR functionalities. AI-Augmented HRM HRM(AI) has assumed strategic importance for achieving HRM domain-level outcomes and organisational outcomes for a sustainable competitive advantage. Moreover, there is increasing evidence of literature reviews pertaining to the use of AI applications in different management disciplines (i.e., marketing, supply chain, accounting, hospitality, and education). There is a considerable gap in existing studies regarding a focused, systematic literature review on HRM(AI), specifically for a multilevel framework that can offer research scholars a platform to conduct potential future research. To address this gap, the authors present a systematic literature review (SLR) of 56 articles published in 35 peer-reviewed academic journals from October 1990 to December 2021. The purpose is to analyse the context (i.e., chronological distribution, geographic spread, sector-wise distribution, theories, and methods used) and the theoretical content (key themes) of HRM(AI) research and identify gaps to present a robust multilevel framework for future research. Based upon this SLR, the authors identify noticeable research gaps, mainly stemming from - unequal distribution of previous HRM(AI) research in terms of the smaller number of sector/country-specific studies, absence of sound theoretical base/frameworks, more research on routine HR functions(i.e. recruitment and selection) and significantly less empirical research. We also found minimal research evidence that links HRM(AI) and organisational-level outcomes. To overcome this gap, we propose a multilevel framework that offers a platform for future researchers to draw linkage among diverse variables starting from the contextual level to HRM and organisational level outcomes that eventually enhance operational and financial organisational performance

İnsan kaynakları yönetimindeki iş etiği uygulamaları ile örgüt performansı arasındaki ilişki : fortune Türkiye en büyük 500 şirket örneği

06.03.2018 tarihli ve 30352 sayılı Resmi Gazetede yayımlanan “Yükseköğretim Kanunu İle Bazı Kanun Ve Kanun Hükmünde Kararnamelerde Değişiklik Yapılması Hakkında Kanun” ile 18.06.2018 tarihli “Lisansüstü Tezlerin Elektronik Ortamda Toplanması, Düzenlenmesi ve Erişime Açılmasına İlişkin Yönerge” gereğince tam metin erişime açılmıştır.İş etiği, ilk örgütlerin kurulmasından itibaren günümüze kadar iş dünyası için önemi hiç değişmeyen bir kavram olmuştur. Özellikle küreselleşme ile birlikte iş etiği uygulamada ve akademik alanda yoğun bir ilgiyle karşılaşmıştır. Bu ilginin bir ifadesi olarak da her geçen gün artan sayıda örgüt, faaliyetlerini iş etiği ilkeleri çerçevesinde düzenlemekte ve bu çabalarını kamuoyuna bildirmektedirler. Böylece örgütler yoğun rekabetin yaşandığı küresel iş dünyasında kendilerine güvenli bir çalışma alanı oluşturmaya çalışmaktadırlar.Bütün örgüt fonksiyonlarının iş etiği ilkeleri çerçevesinde yürütülmesi önemli bir gerekliliktir. Ancak insan kaynakları yönetimi (İKY) fonksiyonunun iş etiği ilkeleri doğrultusunda yerine getirilmesinin daha özel bir önemi vardır. Çünkü İKY fonksiyonu örgütlere değer katacak çalışanların örgüt amaçları doğrultusunda motive edilmesi amacını taşımaktadır. Bu amaca ulaşılabilmek için bütün İKY politika ve uygulamalarının adalet, fırsat eşitliği, doğruluk ve dürüstlük gibi iş etiği ilkeleri çerçevesinde yürütülmesi gerekmektedir. Dolayısı ile bunu sağlayan örgütlerin performans düzeylerinin yüksek olması beklenebilecektir.Bu çalışma ile İKY'nin temel fonksiyon ve uygulamalarındaki iş etiği düzeyi ile örgütsel performans arasındaki ilişkinin ortaya konulması amaçlanmaktadır.Çalışmanın bu temel amacı doğrultusunda ön uygulama ve genel uygulama olmak üzere iki aşamalı bir araştırma yapılmıştır. Araştırmanın evrenini 2008 yılı itibariyle Fortune Türkiye En Büyük 500 Şirket listesinde yer alan 489 özel sektör işletmesi oluşturmaktadır. Ön uygulama aşaması, geliştirilen anketin geçerlilik ve güvenirliliğini test etmek amacıyla gerçekleştirilmiştir. Bu aşamada araştırma evreni dışında kalan ve Kocaeli ilinde faaliyet gösteren 105 işletmeden veri elde edilmiştir. Elde edilen veriler analiz edilmiş ve genel uygulamada kullanılacak ankete son hali verilmiştir. Genel uygulama aşamasında standardize anket evrendeki örgütlere gönderilmiş ve 132 kullanılabilir anket geri dönmüştür. Ulaşılan anketler çalışma amacı doğrultusunda analiz edilmiş ve bulguları değerlendirilmeye çalışılmıştır.Gerçekleştirilen araştırmanın neticesinde; İKY'deki iş etiği uygulamaları ile örgütsel performans arasında pozitif yönlü yüksek bir ilişkinin olduğu belirlenmiştir. Ayrıca finansal olmayan performans boyutlarına nazaran finansal performans boyutunun İKY'deki iş etiği uygulamaları ile daha düşük düzeyde ilişkili olduğu tespit edilmiştir.Business ethics has been a concept with constant importance for business world since the first organizations are founded until. Specifically along with globalization, business ethics has intensively attracted attention in practice and academic area. As an expression of this attention, every passing day increasing numbers of organizations arrange their activities based on business ethic principles and inform about their efforts to public opinion. Thus, organizations try to constitute a confident work area in global business world with fierce competition.Performing all organizational functions within the framework of business ethics principles is an important necessity. However, performing HRM function towards business ethics principles has more special importance. Because HRM function aspires to motivate employees, may enrich organization, towards organization purpose. To reach this purpose, all politics and applications of HRM should be implemented based on business ethics principles; such as justice, equality of opportunities, accuracy and honesty. Because of this, performance level of organizations which can provide this are expected to be high.This study aims to exhibit the relationship between organizational performance and business ethics level on basic functions and applications of HRM.Based on the underlying aim of this study, a two level research, pilot test phase and general application phase, has been applied. The universe of this study is created based on 489 private sector organizations that have been listed in Fortune Turkey?s Largest 500 Corporations 2008. Pilot test phase has been applied to test validity and reliability of reformed survey. In this phase, 105 corporations out of the universe of study and located in Kocaeli have been contacted and data has been collected. Collected data has been analyzed and survey has been formatted to its last version to be used in general application phase. In general application phase, standardized survey has been sent to corporations inside the universe and 132 usable surveys have been returned. Reached surveys have been analyzed based on the aim of study and findings have been evaluated.As a result of the performed study; high level relationship with positive orientation between business ethics applications at HRM and organizational performance has been determined. Also, lower level relationship with business ethics applications at HRM has been determined for non ? financial performance size compared to financial performance size