MARC ayrıntıları
| 000 -BAŞLIK |
|---|
| Sabit Uzunluktaki Kontrol Alanı |
04399nam a22003137a 4500 |
| 003 - KONTROL NUMARASI KİMLİĞİ |
|---|
| Kontrol Alanı |
KOHA |
| 005 - EN SON İŞLEM TARİHİ ve ZAMANI |
|---|
| Kontrol Alanı |
20230425083237.0 |
| 008 - SABİT UZUNLUKTAKİ VERİ ÖGELERİ - GENEL BİLGİ |
|---|
| Sabit Alan |
221018d2022 cy ||||| m||| 00| 0 eng d |
| 040 ## - KATALOGLAMA KAYNAĞI |
|---|
| Özgün Kataloglama Kurumu |
CY-NiCIU |
| Kataloglama Dili |
eng |
| Çeviri Kurumu |
CY-NiCIU |
| Açıklama Kuralları |
rda |
| 041 ## - DİL KODU |
|---|
| Metin ya da ses kaydının dil kodu |
eng |
| 090 ## - Yerel Tasnif No |
|---|
| tasnif no |
YL 2573 |
| Cutter no |
W23 2022 |
| 100 1# - KİŞİ ADI |
|---|
| Yazar Adı (Kişi adı) |
Wabara, Chibuikem |
| 245 14 - ESER ADI BİLDİRİMİ |
|---|
| Başlık |
THE EFFECTS OF ARTIFICIAL INTELLIGENCE AND MACHINE LEARNING ON HUMAN RESOURCES MANAGEMENT: |
| Alt Eseradı vb. |
A QUALITATIVE ANALYSIS / |
| Sorumluluk Bildirimi |
CHIBUIKEM WABARA; SUPERVISOR: PROF. DR. ŞİRİN ATAKAN DUMAN |
| 264 ## - PRODUCTION, PUBLICATION, DISTRIBUTION, MANUFACTURE, AND COPYRIGHT NOTICE |
|---|
| Date of production, publication, distribution, manufacture, or copyright notice |
2022 |
| 300 ## - FİZİKSEL TANIMLAMA |
|---|
| Sayfa, Cilt vb. |
44 sheets; |
| Boyutları |
31 cm. |
| Birlikteki Materyal |
Includes CD |
| 336 ## - CONTENT TYPE |
|---|
| Source |
rdacontent |
| Content type term |
text |
| Content type code |
txt |
| 337 ## - MEDIA TYPE |
|---|
| Source |
rdamedia |
| Media type term |
unmediated |
| Media type code |
n |
| 338 ## - CARRIER TYPE |
|---|
| Source |
rdacarrier |
| Carrier type term |
volume |
| Carrier type code |
nc |
| 502 ## - TEZ NOTU |
|---|
| Tez Notu |
Thesis (MBA) - Cyprus International University. Institute of Graduate Studies and Research Business Administration Department |
| 504 ## - BİBLİYOGRAFİ NOTU |
|---|
| Bibliyografi Notu |
Includes bibliography (sheets 39-44) |
| 520 ## - ÖZET NOTU |
|---|
| Özet notu |
ABSTRACT Advancements in technology have revolutionized most business practices including marketing, finance, accounting etc. One major area of business in which organizations have been reluctant to introduce advanced and complex technology is Human Resource Management (HRM). This misconception that HRM must be done by humans has caused some friction in the implementation of advanced technologies in this sector. The emergence of Artificial Intelligence (AI) has provided a platform for analyzing large samples of data and improves organizations' decision making processes. However companies around the world have been hesitant and extremely slow to adapt and implement this technology, this hesitation is ever so clearly observed in HRM operations of organizations. The core objective of this research study is to explore the application, benefits, and challenges of integration, as well as the limitations of Machine Learning (ML) and Artificial Intelligence (AI) on HRM. This study was designed as a qualitative study, involving secondary sources of interviews with human resources professionals from different companies. The research has an exploratory approach that uses the data collected through interviews to identify the various methods in which artificial intelligence is used in human resources management operations. The benefits reaped and the problems faced through using AI in HRM were explored. This study is relevant and most importantly beneficial to organizations that seek to enhance and boost the effectiveness and efficiency of their human resources management functions by leveraging the power of advancements in technology. The study results revealed that 34 major themes are distinctive in identifying the relationship between AI and ML, and HRM. Those themes have been categorized according to their similarities and 7 main theme categories were generated: (1) Quality, (2) Outputs/Advantages, (3) Systems, (4) HRM Practices, (5) Processes, (6) Inputs, and (7) AI Applications. The results revealed that the major theme researchers utilize is the AI application theme category and mainly researchers emphasize those applications to improve HRM. Secondly, it is understood from the results that researchers stress outputs and the advantages that are achieved when conceptualizing these two concepts. Highly emphasized themes are reputation, productivity, management support, awareness, and practical implications achieved. The study results showed that personnel management is associated with the concepts of HRM and AI. The consulting services subject area, education, and public health follow the personnel management subject area. Researchers also associated machine learning, employee selection, retrieval systems, and Covid-19 with HRM and AI. Those results indicate that researchers mainly associate the relationship of HRM and AI with the related practices of those concepts as HR practices (such as, personnel management and employee selection) and AI practices (such as, machine learning and retrieval systems). Keywords: Artificial Intelligence, Human Resource Management, Machine Learning, Qualitative Research. |
| 650 #0 - KONU BAŞLIĞI EK GİRİŞ - KONU TERİMİ |
|---|
| Konusal terim veya coğrafi ad |
Artificial intelligence |
| Alt başlık biçimi |
Dissertations, Academic |
| 650 #0 - KONU BAŞLIĞI EK GİRİŞ - KONU TERİMİ |
|---|
| Konusal terim veya coğrafi ad |
Human capital |
| Alt başlık biçimi |
Dissertations, Academic |
| 650 #0 - KONU BAŞLIĞI EK GİRİŞ - KONU TERİMİ |
|---|
| Konusal terim veya coğrafi ad |
Machine learning |
| Alt başlık biçimi |
Dissertations, Academic |
| 650 #0 - KONU BAŞLIĞI EK GİRİŞ - KONU TERİMİ |
|---|
| Konusal terim veya coğrafi ad |
Qualitative research |
| Alt başlık biçimi |
Dissertations, Academic |
| 700 1# - EK GİRİŞ - KİŞİ ADI |
|---|
| Yazar Adı (Kişi adı) |
Duman, Şirin Atakan |
| İlişkili Terim |
supervisor |
| 942 ## - EK GİRİŞ ÖGELERİ (KOHA) |
|---|
| Sınıflama Kaynağı |
Dewey Onlu Sınıflama Sistemi |
| Materyal Türü |
Thesis |