The role of Artificial Intelligence in transforming HRM functions. A literature review

[EN] Artificial intelligence (AI) has revolutionized the way employees and managers work. This paper studies how AI is transforming Human Resource Management (HRM) functions: Staffing, Learning & Development and, Motivation. Using recent advances in science mapping, this article analyses 30 journals and proceedings using three main keywords: “Artificial intelligence”; “Human Resource Management”; and “Transformation”. All the consulted papers have been published in Scopus databases between 1998 to 2021 in order to explore and understand topic content and intellectual structure of how AI is transforming HRM functions. The results reveal a gap in literature to build a complete framework for the transforming role of AI in HRM functions. Particularly, Strategic HR Planning, Job Design and Compensation. This study gives insights and foundations for researchers to expand their study on the role of AI in HRM.Tuffaha, M.; Perelló Marín, MR.; Suárez Ruz, ME. (2022). The role of Artificial Intelligence in transforming HRM functions. A literature review. En Proceedings 3rd International Conference. Business Meets Technology. Editorial Universitat Politècnica de València. 195-200. https://doi.org/10.4995/BMT2021.2021.1369619520

El mandato de los líder y la obediencia de los colaboradores. La importancia del liderazgo compartido

La literatura recoge abundante investigación, libros, artículos, etc. sobre estilos de dirección y liderazgo. En las aulas enseñamos a dirigir a otros y explicamos las características de los líderes. Sin embargo, hay poca reflexión sobre el papel de los que reciben las órdenes, sobre la importancia de obedecer correctamente y de saber “gestionar a los jefes”. De ahí, que el documento que se presenta recoja las dos partes de liderazgo, la de los líderes, pero también la de los colaboradores, porque no hay buen liderazgo sin la correcta implicación de los dirigidos. El documento recoge primero los atributos esenciales de los líderes y se detiene después en la parte de los colaboradores o empleados. Posteriormente se describe el experimentado llevado a cabo por Milgram que puede ayudar a que ambos, líderes y colaboradores, reflexionen sobre cómo dirigir y cómo obedecer. A continuación, se introduce un resumen de las dimensiones que todos los líderes deberían tener desarrolladas. El documento finaliza con un breve epígrafe dedicado al liderazgo compartido y con la conclusión de que en el fondo “todos somos líderes”.Suárez Ruz, ME.; Conesa García, MP. (2022). El mandato de los líder y la obediencia de los colaboradores. La importancia del liderazgo compartido. http://hdl.handle.net/10251/18341

Nuevo rumbo estratégico y reestructuración: el caso NH Hotel Group

[EN] This article seeks to analyze the change in direction of NH Hotel Group, which, as a consequence of the transformations in its strategic environment and the economic crisis, found it needed to face the future by implementing a strategic plan and restructuring its business portfolio. The document sets out the phases it followed in the implementation of the plan and shows the positive evolution it has experienced, analyzing the company¿s historical evolution through a study of secondary sources. We conclude that the NH Hotel Group case supports the affirmation that the definition and execution of an appropriate strategic plan helps improve company results, with flexibility being equally important in the implementation in order to adapt to possible changes in the environment[ES] El presente artículo busca analizar el cambio de rumbo de NH Hotel Group que, como consecuencia de las transformaciones producidas en su entorno competitivo y la crisis económica, se encontró en la necesidad de afrontar el futuro implantando un plan estratégico y reestructurando su cartera de negocio. El documento expone las fases que siguió en la implantación de dicho plan y presenta la evolución positiva que ha experimentado, analizando la evolución histórica de la compañía a través de un estudio de fuentes secundarias. Concluimos que el caso de NH Hotel Group apoya la afirmación de que la definición y ejecución de un adecuado plan estratégico ayuda a mejorar los resultados empresariales, siendo igualmente importante la flexibilidad en la implantación para adaptarse a posibles cambios en el entorno.De Diego, E.; Susaeta-Erburu, L.; Pin-Arboledas, JR.; Suárez-Ruz, ME. (2016). New Strategic Direction and Reestructuring. The NH Hotel Group case. UNIVERSIA BUSINESS REVIEW. 52:114-167. doi:10.3232/UBR.2016.V13.N4.03S1141675

Key elements in transferring knowledge of the AI implementation process for HRM in COVID-19 times: AI consultants' perspective

[EN] Although artificial intelligence (AI) is transforming the workplace structure, very little is known about the strategy that facilitates AI implementation in organizations. The purpose of this paper is to explore key elements in transferring knowledge of the AI implementation process in human resource management (HRM) from the perspective of AI consultants. This study utilizes qualitative data analysis techniques. We first review the literature and then conduct in-depth semistructured interviews with eight AI consultants. We analyze transcripts using the ATLAS.ti software. First, this research reveals that AI implementation is affected by a shortage of employee data, no clear vision, a limited understanding of the AI decisions framework and managers' desire to bypass AI decisions. Second, the combination of an intensive training program and assigning AI specialists is the best way to transfer the knowledge of AI implementation processes to HR managers. Third, HR managers should create communication channels and enhance employees' awareness of the positive impact that AI solutions have on smooth collaboration with AI-employees. The paper also reveals that accelerating the process of implementing AI applications has no negative impact in COVID-19 times. However, an AI bias may be considered a potential threat for AI implementation. This paper attempts to provide a practical understanding of the elements that facilitate AI implementation in the HRM process. It provides vital insights for HR managers and AI developers to benchmark their activities when designing and adopting AI solutions. It also contributes to the literature by responding to the question of how AI implementation should be provided to HR managers and employees.Tuffaha, M.; Perello-Marin, MR.; Suárez-Ruz, ME. (2022). Key elements in transferring knowledge of the AI implementation process for HRM in COVID-19 times: AI consultants' perspective. International Journal of Business Science and Applied Management. 17(1):81-97. http://hdl.handle.net/10251/199201819717

The improvement of communication techniques, decision-making tools and the development of critical thinking as key work skills for the employability of Tourism and Commerce students

Depto. de Organización de EmpresasFac. de Comercio y TurismoFALSEsubmitte