Sökning: "HR process"

Visar resultat 1 - 5 av 226 uppsatser innehållade orden HR process.

  1. 1. “Nej, jag är inte skraj för ny teknik” : En kvalitativ studie om rekryterares känslomässiga upplevelse av AI inomrekrytering

    Kandidat-uppsats, Örebro universitet/Institutionen för humaniora, utbildnings- och samhällsvetenskap

    Författare :Filippa Elf; Elina Bende; [2024]
    Nyckelord :Artificial intelligence; AI; sense-making; Technology Acceptance Model; TAM; Acceptance of AI; Artificiell intelligens; AI; meningsskapande; Technology Acceptance Model; TAM; Acceptans av AI;

    Sammanfattning : The rapid development of artificial intelligence has initiated debates regarding its eventual threats and opportunities in the labor market. There is currently an ongoing discussion about which jobs, within the HR-business, that could potentially be replaced by AI, with the recruiting profession being suggested as replaceable by AI. LÄS MER

  3. 2. HR Analytics for Competitive Advantage: Bringing organisational value while empowering the HR profession

    Magister-uppsats, Lunds universitet/Företagsekonomiska institutionen

    Författare :Elin Engsfelt; Louise Rosén Fång; [2023]
    Nyckelord :HR Analytics; Artificial Intelligence AI ; Human Resources HR ; Legitimacy; HR Profession; HR Processes; Organisational Processes; Diffusion of Innovation Theory DOI ; Four Stages of Analytics; Isomorphism; Functions; Challenges; Business and Economics;

    Sammanfattning : Title: HR Analytics for Competitive Advantage: Bringing organisational value while empowering the HR profession Authors: Elin Engsfelt & Louise Rosén Fång Supervisor: Rikard Larsson Problem definition: The HR profession has throughout history, and still has, a legitimacy problem, where the HR department typically becomes administrative support, rather than a strategic business partner. Purpose: Explore HR professionals' perceptions and opinions on the use of HR Analytics in their work and identify the functions and challenges that HR Analytics brings to the organisation, the HR department, and the HR profession. LÄS MER

  4. 3. From HR to AI-R : Navigating Attitudes Towards the Future of Recruitment

    Master-uppsats, Uppsala universitet/Företagsekonomiska institutionen

    Författare :Julia Pettersson; Sandra Wexén; [2023]
    Nyckelord :Artificial Intelligence; Recruitment; E-recruitment; Human Resources; Attitudes; AI Recruitment-Tools; Future of Recruitment; Candidate perception on recruitment; AI in recruitment;

    Sammanfattning : Artificial intelligence has recently gained an increased amount of attention, both in general and in recruitment. The recruitment process has for a long time been dependent on the human touch, but lately AI has been argued as the “future of hiring”. LÄS MER

  5. 4. Att lösa det olösta: hantering av destruktiva konfilkter : En kvalitativ studie om HRs utmaningar att hantera destruktiva konfilkter på arbetsplatsen

    Kandidat-uppsats, Linnéuniversitetet/Institutionen för management (MAN)

    Författare :Ellinor Johansson; Nelly Vidstrand; [2023]
    Nyckelord :Conflict management; Human Resources; situational adaptation; to give and receive support; Konflikthantering; Human Resources; situationsanpassning; att ge och få stöd;

    Sammanfattning : Syftet: Syftet med studien är att beskriva och utveckla förståelse för hur HR-personal hanterar destruktiva konflikter mellan personer på arbetsplatser. Fokus är på de utmaningar HR-personal upplever i konflikthanteringsprocessen. Metod: Studien har utförts genom en kvalitativ studie med en induktiv forskningsansats. LÄS MER

  7. 5. Recruiting For Fit - A Qualitative Study on Person-Organization Fit in the Recruitment Process

    C-uppsats, Handelshögskolan i Stockholm/Institutionen för företagande och ledning

    Författare :Charlie Brinck; Oskar Skarin; [2023]
    Nyckelord :Person-Organization Fit; Recruitment; Recruitment Strategy; Complementary Fit; Supplementary Fit;

    Sammanfattning : Person-organization (P-O) fit is a concept that has emerged as a prominent recruitment practice for many firms today, where the intention is to hire candidates that either contribute with something the company needs, has similar values, or both. This, in turn, will lead to increased satisfaction, commitment and retention for employees. LÄS MER