Dissertationen: „Adoption of AI in recruitment“

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Kerey, Ayşegül Begüm, und Enrico D`Alessandro. „AI in recruitment: an exploratory study into the factors that impact its pace of adoption. : A case study to reveal the strategic implications of these factors on AI solution providers from a contingency perspective“. Thesis, Uppsala universitet, Industriell teknik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-446406.

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Over the past few years, the adoption of AI in recruitment has accellerated. However, there has been a noticeable resistance from HR managers to invest in AI tools for their deparment. With the aim of understanding the causes prompting this resistance, this thesis investigates the factors that impact the pace of adoption of AI in HR, with a focus on recruitment solutions. While designing an analytical framework inspired by the contingency perspective, the factors have been searched through a literature review and their effects have been tested in terms of magnitude and direction through a qualitative study. To do this, the authors performed a case study involving an external partner, an AI solution provider start-up company. A total of 16 semi-structured interviews have been conducted with different levels of stakeholders, including external partner`s employees, investors, competitors, and end- users. Finally, a strategic analysis of the AI recruitment market has been deployed. Our ambition is that the combination of the information over the factors together with the strategic analysis will empower the companies within the industry in taking better informed strategic decisions.

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Savola, Hannimari, und Bijona Troqe. „Recruiters just wanna have...AI? : Implications of implementing AI in HR recruitment“. Thesis, Linköpings universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-158480.

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The development and implementation of AI is rapidly growing in the Nordic countries, yet the perception and information of AI is still limited. This paper will look deeper into the managerial aspects of implementing AI as part of the recruitment system, specifically the selection process and machine learning in text mining. The data gathering of this research has been conducted via interviews with Linköping's municipality, as well as collecting secondary data from public reports and scientific articles. Afterwards, the data was then scrutinized through theoretical analysis, using frameworks from different academic researches. A set of aspects was found, which affects the implementation of AI in an organisation in Sweden. A managerial view was taken to find a deeper significance on why an understanding of these aspects is necessary when implementing AI as a part of company's recruitment processes. However, while other elements other than the ones identified in this thesis do exist, a coherent picture of the process and the affecting variables can be thoroughly explained through these specifically chosen viewpoints. The paper concludes with drawing a bigger image of the AI in recruitment and selection processes, and the implications of it to an organisation considering to implement AI as part of these processes in near future. The thesis can be seen as a recommendation to any establishment that is making the decision of adopting the usage of AI as part of recruitment.

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Roa, Baez Julian, und Remi Leon Igbekele. „Challenges of AI Adoption in SMEs“. Thesis, KTH, Skolan för industriell teknik och management (ITM), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-301269.

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This thesis paper discusses the adoption of Artificial Intelligence (AI) technologies in the context of small and medium-sized companies. AI is a disruptive innovation currently leading a technological transition in many industries. Academic literature on its adoption in the context of SMEs is limited. This thesis aims to answer the research question "W hat are the main challenges of AI adoption in SMEs?". The authors use a qualitative research approach, interviewing 18 representatives of different Swedish organizations to answer the question. The authors identify six main challenge categories regarding AI adoption in SMEs via a coding process, which are Change Management, Education, Data, Hiring, Project Structuring, and External Help. The authors show similarities to challenges described in the existing literature on AI adoption. However, Hiring and External Help impact AI adoption in SMEs more significantly than in larger corporations, while Change Management can be easier for smaller organizations. Furthermore, a framework that helps to prioritize the above challenges is introduced. In comparison with literature on the adoption of other (non-AI) IT innovations in SMEs, some challenges are more salient to AI: the unclear definition of the term, false expectations as a result of the AI Hype, the uncertainty of project outcome, and the prerequisite of a previous digitalization process. The authors recommend further research in other contexts.
I denna avhandling diskuteras införandet av artificiell intelligens (AI) teknik i små och medelstora företag. AI är en disruptiv innovation som för närvarande leder en teknisk övergång i många branscher. Den akademiska litteraturen kring dess användning i små och medelstora företag är begränsad. Denna avhandling syftar till att besvara forskningsfrågan "Vilka är de största utmaningarna med att införa AI i små och medelstora företag?". Författarna använder en kvalitativ forskningsansats och intervjuar 18 representanter från olika svenska organisationer för att besvara frågan. Författarna identifierar sex huvudsakliga utmaningar områden avseende AI-adoption i små och medelstora företag via en kodningsprocess: förändringshantering, utbildning, data, anställning, projekt strukturering och extern hjälp. Författarna visar på likheter med de utmaningar som beskrivs i den befintliga litteraturen om AI-användning. Anställning och extern hjälp påverkar dock AI-användningen i små och medelstora företag mer påtagligt än i större företag, medan förändringshantering kan vara lättare för mindre organisationer. Vidare introduceras ett ramverk som hjälper till att prioritera ovanstående utmaningar. I jämförelse med litteratur om antagandet av andra (icke-AI) IT-innovationer i små och medelstora företag är vissa utmaningar mer framträdande när det gäller AI: den oklara definitionen av begreppet, falska förväntningar som ett resultat av AI-hypen, osäkerheten från projektresultatet och förutsättningen av tidigare digitaliseringsprocess. Författarna rekommenderar ytterligare forskning i andra sammanhang.

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Savola, Tommi, Tyko Tuohimaa und Sebastian Berg. „AI-Enhanced Marketing Management – Factors Influencing Adoption in SMEs“. Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-39908.

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Recent developments and hype around artificial intelligence (AI) have arisen as result of two main factors: increase in computational power and data. Although marketing is considered as one of the main business applications within AI today, there is a lack of literature combining the disciplines. Marketing management tools, which utilise AI in supporting decision making are referred to as knowledge-driven marketing management support systems (MMSS). These systems provide besides quantitative analysis, further qualitative facets into marketing management. Despite the willingness of many SMEs to engage with the technology that may foster competitive advantage, many adoption processes fail. The purpose of this thesis is to explore the factors influencing adoption of knowledge-driven MMSS in SMEs in Finland and Sweden. Qualitative primary data was collected from nine company representatives at top management level in Finnish and Swedish firms. Companies were classified in three categories, providers, adopters and non-adopters of knowledge-driven MMSS. The findings show that there are several factors influencing adoption of knowledge-driven MMSS. The factors were grouped into technological, organizational and environmental factors, based on the TOE framework. Even though SMEs suffer from a lack of resources compared to large companies, this research suggests that they are at the forefront of adopting AI for marketing purposes. Additionally, it was found that the factors affecting adoption are dependent on whether the knowledge-driven MMSS is built in-house or outsourced. This study has contributed to the identified gaps in literature by combining the disciplines of AI, marketing and SMEs, and by exploring the factors behind adoption of knowledge-driven MMSS. The authors of this thesis have the aspiration that the developed post-empirical framework will serve as a guiding tool for top management and marketing managers in SMEs looking to adopt knowledge-driven MMSS into their organizations.

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Brishti, Juthika Kabir, und Ayesha Javed. „THE VIABILITY OF AI-BASED RECRUITMENT PROCESS : A systematic literature review“. Thesis, Umeå universitet, Institutionen för informatik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-172311.

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Paramita, Dhyana. „Digitalization in Talent Acquisition : A Case Study of AI in Recruitment“. Thesis, Uppsala universitet, Institutionen för samhällsbyggnad och industriell teknik, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-413081.

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The trend of changing technology has affected different sectors including human resources in the process of recruitment and selection. Different technology solutions offer various benefit for recruitment practices especially in terms of efficiency outcome while it seems to overlook the relationship outcomes. Whether or not to have a balance approach depends on how a firm views their own recruitment process. The purpose of this study is to understand firm’s orientation towards its approach in performing recruiting practices. The analysis and discussion is articulated through the phenomenon of AI in recruiting with the interplay of different views especially from human resources and operations management. This study follows an inductive qualitative single case study that involves 11 HR professionals to participate in semi-structured interviews. The data analysis is performed with thematic analysis to develop grounded theory which is based on approach introduced by Gioia (see Corley and Gioia, 2004; Gioia et al., 2013). The findings proposed by this study is TOP framework which covers competitive advantage through operations, redefining customer orientation, and process enhancement through collaboration.

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Lisa, Aysha Khatun, und Simo Valerie Rostan Talla. „An in-depth study on the stages of AI in recruitment process of HRM and attitudes of recruiters and recruitees towards AI in Sweden“. Thesis, Umeå universitet, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-184521.

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With the constant technological changes globally, organizations are now at the forefront of changing their business processes to be more competitive. These technological developments have brought in several shifts within business processes. Human resource management (HRM) has been dramatically affected by such changes more than ever, especially the recruitment process. As such, there is rising concern to shift from a traditional to an AI recruitment process. The adoption of AI in the recruitment process has remained relatively unexplored, especially within Swedish organizations. Despite its great discussion within academia and organizations, the limited amount of literature on the subject makes it interesting and current. Therefore, the main aims of this research are: (1) to analyze in which stages till date organizations are using AI in recruitment practices in Sweden and (2) to ascertain the attitudes of recruiters and recruitees towards the use of AI in the recruitment process in Sweden organizational context. This research adopted a qualitative approach with semi-structured approach interviews conducted with three recruiters and five recruitees in Sweden. The empirical findings of the study reveal that organizations have not fully implemented AI in the recruitment process. Factors such as timeframe, recruitment cost, work efficiency, and human biases were considered the top challenges of the traditional recruitment process. AI in the recruitment process can help reduce the lengthy time while increasing work efficiency with faster-recruiting methods. Organizations can share recruitment costs. Human biases can significantly be reduced with the use of AI at the pre-screening and selection stages. It was also discovered that the attitudes of recruiters and recruiters were seemingly positive towards the acceptance of AI in the recruitment process. Furthermore, AI was not seen as a threat to human jobs instead as a complementary role. This leads to the conclusion that AI can complement the recruitment process and AI cannot take human jobs since humans will still be needed for software development. This research provides contributions towards theoretical, practical, and social. This research offers an extent of the existing knowledge on the subject matter. It will help recruiters understand the importance of AI in the recruitment process. Furthermore, recruitees will be more accustomed to the idea of AI. In addition, the findings of this research can assist in the curriculum adjustment of educational institutions to best serve the needs of the changing business climate. At the government level, the findings can be used to encourage continuous innovation and learning. Furthermore, this research can be a starting point for other future research.

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Tersander, Jacob. „AI – Can You Afford To Wait?“ Thesis, KTH, Skolan för industriell teknik och management (ITM), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-241051.

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The paradigm of diffusion research can be traced back all the way to the 1940s when Ryan and Gross investigated the diffusion of hybrid seed among farmers in Iowa. Since the 1960s diffusion research has been applied in a wide variety of disciplines, for instance, to study the diffusion of the Internet and the non-diffusion of the Dvorak keyboard. Currently, the technologies that are on top of the Gartner Hype Cycle are all associated with Artificial Intelligence (AI), which shortly can be defined as learning devices that perceive their environment and take actions to maximize their success at some goal. Consequently, some people suggest that the current hype surrounding AI can be the end of the human kind, while others believe it will give way for millions of fresh jobs and cleverer decision-making. In recent years both media and political organizations have shown great interest in AI. In addition, the industry is captivated by the potential uses of AI. In the last years, AI-related companies in the US have raised billions of dollars in the stock market together with a large number of acquisitions. The large flow of capital into AI technology underpins the fast development of AI solutions. The purpose of this study is to investigate how groups approach AI. What can be concluded after reviewing different sectors is that organizations seem to share a common interest of AI. Furthermore, organizations share the opinion that eventually AI will be a more natural part of their processes. Organizations investing a larger share of their budget in R&D have a longer experience of using AI and are currently doing projects utilizing more advanced technologies within AI. In organizations from other sectors, the investments in AI depend on the people with the authority to invest money in projects and their view on AI. Organizations generally seem to approach AI in a similar way. Firstly, they evaluate what AI is. Secondly, they find areas to make small iterative PoC-projects utilizing AI, usually with machine learning. Finally, more money is invested if the PoC-projects were successful and the organization starts looking at how to acquire more competence within the area to fully exploit the value of AI.
Paradigmet för innovationsspridning kan spåras ända tillbaka till 1940-talet när Ryan och Gross undersökte spridningen av hybridfrön bland bönder i Iowa. Sedan 1960-talet har forskningen tillämpats inom en mängd olika discipliner, till exempel för att studera spridningen av Internet och icke-spridningen av Dvorak-tangentbordet. För närvarande är teknologierna som ligger på toppen av Gartner Hype-cykeln alla förknippade med artificiell intelligens (AI), som kan definieras som lärande enheter som uppfattar sin miljö och vidtar åtgärder för att maximera sin framgång gällande något mål. Hypen som nu finns kring AI har lett till att vissa människor tror att det kan innebära slutet för mänskligheten medan andra tror att det kommer att ge plats för miljoner nya jobb och smartare beslutsfattande. Under de senaste åren har både medier och politiska organisationer visat stort intresse för AI samt visat intresse för potentiella användningsområden av AI. AI-relaterade företag i USA har under de senaste åren har tagit in miljarder dollar i riskkapital. Ett stort antal förvärv och kapitalflödet till AI-teknik ökar den snabba utvecklingen av AI-lösningar. Syftet med denna studie är att beskriva spridningen av AI i organisationer från ett antal olika sektorer. Vad som kan sägas efter att ha studerat olika sektorer är att organisationer delar en gemensam nyfikenhet för AI och att de tror att AI kommer bli en allt mer naturlig del av sina processer. De företag som spenderar mycket pengar på FoU har längre erfarenhet av att använda AI och gör för närvarande projekt som använder mer avancerade tekniker. I andra organisationer är investeringarna inom AI beroende av de anställda som har rätt att investera pengar i projekt och deras syn på AI. Organisationer verkar allmänt närma sig AI på ett liknande sätt där de först utvärderar vad AI är. Därefter väljer de ett antal områden där de gör små iterativa projekt där de utnyttjar AI, vanligtvis via ML. Därefter investerades mer pengar om de små projekten lyckas och företaget börjar titta på hur man kan förvärva mer kompetens inom området.

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Johansson, Jennifer, und Senja Herranen. „The application of Artificial Intelligence (AI) in Human Resource Management: Current state of AI and its impact on the traditional recruitment process“. Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-44323.

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Background: The world is constantly becoming more prone to technology due to globalization which implies organizations have to stay up to date in order to be competitive. Human Resource Management (HRM) is more important than ever, especially with a focus on the recruitment of new employees which will bring skills and knowledge to an organization. With technological advances also comes the opportunity to streamline activities that previously have had to be carried out by humans. Therefore, it is of the highest importance to consider and evaluate the impact technology might have on the area of HRM and specifically the recruitment process. Purpose: The purpose of this thesis is to research the implications that technological advancements, in particular Artificial Intelligence (AI), have for the recruitment process. It aims to investigate where AI can be implemented in the traditional recruitment process and possibly make the process more effective, as well as what the implications would be of having AI within recruitment. Method: This thesis uses a qualitative study with semi-structured interviews conducted with eight international companies from all over the world. It is viewed through an interpretivism research philosophy with an inductive research approach. Conclusion: The results show that the area of AI in recruitment is relatively new and there are not many companies that utilize AI in all parts of their recruitment process. The most suitable parts to implement AI in traditional recruitment include recruitment activities such as pre-selection and communication with candidates and sending out recruitment results for applicants. The main benefits of AI were seen as the speeded quality and elimination of routine tasks, while the major challenge was seen as the companies’ overall readiness towards new technologies.

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Stenberg, Louise, und Svante Nilsson. „Factors influencing readiness of adopting AI : A qualitative study of how the TOE framework applies to AI adoption in governmental authorities“. Thesis, KTH, Skolan för industriell teknik och management (ITM), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-279583.

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Artificial intelligence is increasing in interest and it is creating value to many organizations world-wide. Due to the potential, governmental authorities in Sweden who work with large volumes of text documents are interested in natural language processing models, which is a sub field of AI and have started to incorporate it to their organizations. This study explores and discusses factors that are influential for governmental authorities when adopting AI and highlights ethical aspects which are of importance for the adoption process. This is explored through a literature review which lead to a frame of reference built on the Technology Organization Environment framework (TOE), which then was tested through interviews with project leaders and AI architects at governmental authorities who are working with language models. The results show that the TOE framework is suitable for analysing AI adoption for governmental authorities. The factors that are found influential are Relative Advantage, Compatibility and Complexity, Management support, Staff capacity, Regulatory environment and Cooperation. Furthermore, the findings suggest that AI Ethics and Data access are influential in all three contexts of technology, organization and environment. The findings of this study confirm results from previous research regarding adoption of new technology, and also provides the literature with exploring the adoption process of AI in governmental authorities, which was not widely explored in literature on beforehand.
Allt fler intresserar sig för artificiell intelligens då det skapar värde för många organisationer. Svenska myndigheter som arbetar med stora mängder textdokument ser potentialen i AI och har börjat implementera språkmodeller, ett sorts AI, i sina organisationer. Den här studien utforskar och diskuterar faktorer som är inflytelserika inför implementering av AI och belyser etiska aspekter som är viktiga för implementationsprocessen. Detta har utforskats först genom en litteraturstudie, ur vilken ett ramverk som bygger på Teknologi Organisation Miljö-ramverket (TOE) har tagits fram. Detta har sedan testats genom intervjuer med projektledare och AI arkitekter på svenska myndigheter som arbetar med språkmodeller. Resultaten visar att TOE-ramverket lämpar sig väl för att analysera adoptering av AI i myndigheter. Faktorerna som har identifierats som inflytelserika är relativ fördel, kompatibilitet, komplexitet, ledningsstöd, anställdas kapacitet, regleringskontext och samarbete. Dessutom föreslås det att etik för AI och datatillgång ska spänna över alla tre kontexter inom TOE. Resultaten av studien bekräftar tidigare forskning gällande adoptering av nya teknologier, och den bidrar även till litteraturen genom att utforska adopteringsprocessen av AI i myndigheter, vilket inte har utforskats i större utsträckning tidigare.

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Pajany, Peroumal. „AI Transformative Influence: Extending the TRAM to Management Student's AI’s Machine Learning Adoption“. Franklin University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=frank1623093426530669.

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Carmody, Charity. „Alaska Adoption, Recruitment, Privatization, and Permanency Outcomes for Children in Foster Care“. Thesis, Alaska Pacific University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10792862.

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This paper explores the answers to two questions. The first question is, How and in what ways is Alaska providing adoption recruitment and matching services for children in foster care? The second is, Should Alaska pursue privatization of adoption recruitment and matching services as a means for increasing permanency outcomes for children in foster care? The qualitative study was conducted using both primary and secondary research. I accessed existing privatization studies in other states, Alaska child welfare records and research, and interviewed child welfare professionals. The findings showed that Alaska currently has some private adoption recruitment efforts but there are currently no private adoption matching efforts. The findings also showed that many states have privatized adoption recruitment and matching efforts, and that Alaska should pursue privatization as a means to achieve better permanency outcomes for children waiting in foster care.

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Rabe, Erik, und Zacharias Sundlöf. „Bidragande faktorer till attityder gentemot implementering av AI-styrda fordon“. Thesis, Uppsala universitet, Institutionen för informatik och media, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-417547.

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Artificiell intelligens är en form av teknik som blir vanligare inom samhället. I takt med att tekniken utvecklas blir även diskussionen inom området mer utvecklad vilket resulterat i att eventuella problem och möjligheter blivit mer tillgänglig information. Det finns en avsaknad av tankar och förväntningar från privatpersoners synvinkel inom ämnet vilket kan ses som negativt då de förväntas vara en majoritet av användarbasen för tekniken. Eftersom denna typ av teknik förutspås ta över ett större ansvar av mänskliga uppgifter är det viktigt att klarlägga olika typer av tillvägagångssätt samt utvecklingsperspektiv i syfte att skapa ett hälsosamt och välfungerande AI-system till respektive områden. Studien syftar till att belysa bidragande faktorer till attityder och åsikter relaterade specifikt till AI-styrda fordon ur privatpersoners perspektiv samt hur dessa kan påverka en eventuell implementering och använder sig av en kvalitativ metod. Den data som används inom arbetet har samlats in via semistrukturerade intervjuer med personer som anmält att de vill delta i studien. Analysen genomförs baserat på innovationsspridningsteorin (IDT) och relevant tidigare forskning för att undersöka vad som påverkar användare att adoptera tekniken eller inte. Faktorer som identifierades vara påverkande för adoptionsprocessen var oro över att tekniken inte skulle fungera på ett kompatibelt sätt med mänskliga värderingar, ett krav på utförlig testning samt möjligheten till att reducera olyckor eller klimatpåverkan relaterat till trafik. Utifrån dessa faktorer härleddes förslag till implementeringsprocesser vilket bestod av expanderande statligt kontrollerad testning inom kollektivtrafiken, tydligt klarlagda strukturella regler och avgränsningar samt ett främjande av de positiva faktorer som möjliggörs av AI-styrda fordon. Detta främjande kan genomföras med en effektiv kommunikation som drar nytta av vår bristfällliga rationella beslutsprocess och använder starka känslomässiga intryck.
Artificial intelligence is a form of technology that is becoming increasingly more common within society. As the technology evolves, the discussion within the subject is also increasing which has made information about eventual problems and possibilities more public. There is a shortage of thoughts and expectations from the private individual’s point of view regarding this topic which can be a negative thing due to this group being expected to make up the majority of the technology’s user base. Because this type of technology is predicted to take on a larger responsibility of human tasks it is important to clarify different approaches and development perspectives in order to create a healthy and well-functioning AI-system within respective areas. The study intends to highlight contributing factors to attitudes and opinions specifically related to AI-controlled vehicles from the public's view as well as how these can affect an eventual implementation and is carried out with a qualitative method. The data that is used is gathered through semi-structured interviews with people that expressed interest in participating in the study. The analysis is based on the diffusion of innovations theory (IDT) and relevant earlier research in order to examine what influences users to adopt the technology or not. The factors that were identified to be affecting this process were worry that the technology would not work in a compatible way with human values, a demand for extensive testing as well as the possibility to reduce accidents or the affect on climate related to traffic. Several suggestions for implementation were derived from these factors which consisted of continuous expanded testing within public transport regulated by the state, clear structural rules and limitations as well as a promotion of the positive factors made possible by AI-controlled vehicles. This promotion can be done through effective communication which takes advantage of our flawed rational decision making and uses strong emotional impressions.

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Edberg, Emelie, und Lea Beck. „Adoption of AI in Digital Design : A qualitative study about the effects on the profession“. Thesis, Jönköping University, Tekniska Högskolan, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-48126.

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The development of new technology plays a major role in today's society and several different industries. While some technologies have more or less an impact upon the whole working sector, one of the more recent and controversial technologies is Artificial Intelligence (AI). In recent years, this technology has evolved continuously and is spreading across several different industries. As it is clear that AI is reshaping the workplace, it is relevant to examine how and to what extent it is affecting the digital design profession. Purpose The purpose of this study is to gain insight into the current state of adoption of AI within digital design, including graphic design and web design. Furthermore, to explore the effects of AI on the nature of the profession, from the perspectives of professionals in the industry. While focusing on the creative process and the development of digital products, it investigates how the industry is experiencing the effects of AI in daily tasks and workflows. Furthermore, it examines if the implementation of AI has lead to the development of new work processes, or if traditional tasks remain but are carried out with AI tools as assistance. Method The research method is qualitative. Through literature reviews and by carrying out interviews with relevant designers currently working in the industry, the appropriate data is collected and analyzed. The interviews focus on understanding the participant’s perspective on the topic, their experiences of AI and what effect it has on their work. Through the interviews, the study identifies to what extent AI is used in creative processes, and sheds light on the general feelings towards AI, including expectations and concerns. Conclusions The findings show that the overall awareness surrounding AI is rather divided. AI is already implemented in various design processes and software, whether the designer is aware of it or not. It can thus be concluded that AI has affected the nature of the digital design profession. However, the effects vary depending on the specific role and the related tasks. Most are interested in learning more about it but natural skepticism and lack of knowledge about the technology remain an obstacle for implementing more AI in companies.

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Bajri, Omar. „Adoption of online recruitment systems in Banks in Saudi Arabia : a study of employer's perspectives“. Thesis, Brunel University, 2015. http://bura.brunel.ac.uk/handle/2438/13628.

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Over the last decade, there has been an increase interest of research on applicant perspectives to online recruitment systems (ORS). However, limited studies have investigated this phenomena form employers’ perspectives. This is of particular concern in light of the growing evidence of organizations that organizations have become increasingly reliant on ORS for recruiting applicants. Thus, the aim of this study is to investigate employers’ perspectives of the adoption and use of online recruitment systems (ORS) in banks in Saudi Arabia, using the diffusion of innovation theory and Institution theory. Methodology included semi-structured interviews with sixteen managers and senior management personnel representing ten banks in Saudi Arabia. Qualitative data were analysed using the thematic analysis. The findings of this qualitative study revealed the following six categories of factors that could affect the adoption of the ORS in Saudi banks. The organisational factors included benefits, efficient way of updating information, challenges and barriers, organisational characteristics, organisational expertise, organisational policy, organisational strategy, and top management support. The technological factors identified were issues related to the current online recruitment system, future online recruitment system, technical support, challenges, and current situation. The regulatory factors included government pressure about ORS, government policies, and compliance to government reporting requirements. The Environmental factors were competitors’ pressure, keeping up with labour market changes and the market trend. The factors related to the staff as user of the ORS included staff reluctance to use an ORS, lack of staff expert in ORS, and staff training. The factors related to the applicants included ease of use for the applicant, applicant's positive experience and the volume of online applicants. The adoption of ORS in Saudi banks is still in transition. Overall, the adoption of ORS in Saudi banks has been advantageous but there are challenges like the issue of integration. Most of the banks are evaluating and looking forward to adopting the latest ORS, which could provide fully integrated functions.

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Victorin, Karin. „AI as Gatekeepers to the Job Market : A Critical Reading of; Performance, Bias, and Coded Gaze in Recruitment Chatbots“. Thesis, Linköpings universitet, Tema Genus, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-177257.

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The topic of this thesis is AI recruitment chatbots, digital discrimination, and data feminism (D´Ignazio and F.Klein 2020), where I aim to critically analyze issues of bias in these types of human-machine interaction technologies. Coming from a professional background of theatre, performance art, and drama, I am curious to analyze how using AI and social robots as hiring tools entails a new type of “stage” (actor’s space), with a special emphasis on social acting. Humans are now required to adjust their performance and facial expressions in the search for, and approval of, a new job. I will use my “theatrical glasses” with an intersectional lens, and through a methodology of cultural analysis, reflect on various examples of conversational AI used in recruitment processes. The silver bullet syndrome is a term that points to a tendency to believe in a miraculous new technological tool that will “magically” solve human-related problems in a company or an organization. The captivating marketing message of the Swedish recruitment conversational AI tool – Tengai Unbiased – is the promise of a scientifically proven objective hiring tool, to solve the diversity problem for company management. But is it really free from bias? According to Karen Barad, agency is not an attribute, but the ongoing reconfiguration of the world influenced by what she terms intra-actions, a mutual constitution of entanglement between human and non-human agencies (2003:818). However, tech developers often disregard their entanglement of human-to-machine interferences which unfortunately generates unconscious bias. The thesis raises ethical questions of how algorithmic measurement of social competence risks holding unconscious biases, benefiting those already privileged or those acting within a normative spectrum.

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Löv, Michelle, Tinne Lestrin und Josefine Uppfeldt. „Föredrar arbetsgivaren festprissen eller kontorsnissen? : En kvalitativ studie om rekryterares granskning av arbetssökandes sociala medier inom IT-branschen“. Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105042.

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The purpose of the study is to create an understanding of whether, and in such cases how, employers in IT-firms examine jobseekers' social media as a part of the company's recruitment process. The study has been limited to recruiters in the IT-industry as it was considered extra interesting to examine the recruitment process related to social media due to the technical skills that are required within the IT industry. The choice of industry was also based on the fact that it is estimated that 70.000 new employees will be needed until the year of 2022, to meet Sweden's demand of employees within the IT-industry. Ten respondents with various positions in different IT-firms, that are responsible for the recruitment process, have participated in the study through semi-structured interviews. The conclusions drawn from the respondents' answers in relation to the theoretical framework are that all respondents actually examine job seekers' social media. This is done regardless of whether the company has considered that this is something that should be avoided or not. It was shown that the recruiters examined the job seekers' social media by their own initiative rather than on the basis of established guidelines. It did not appear that any specific guidelines nor policies existed or was used by any company regarding the review, and neither that there exists any form of internal dialogue regarding any specific approach. The majority of the respondents performed the review of social media in the final stages of the recruitment process. It has, however, been shown that the review is not used as a decisive decision in the recruitment process, rather as a complement for the overall picture. Even so, it turned out that there is content on social media that could have been decisive, but this only applies to individual cases where the content was considered extreme. Examples of such content were strong political statements that for instance regarded racism or other statements concerning inequality.

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Lundgren, Patric, und Christofer Wiechert. „Artificiell intelligens i rekryteringsprocessen : En kvalitativ studie om rekryterares perception“. Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-17010.

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Fenomenet Artificiell intelligens (AI) är en högaktuell teknik som appliceras på flera olika områden inom samhället. Inom HR-arbetet kan rekryteringsprocessen baseras på AI-teknik och stora delar kan komma att automatiseras. Tidigare forskning har visat på att både urvalssökning och kandidatmatchning har varit användbara områden där företag kan automatisera för att tidseffektivisera. AI-teknik är ännu inte ett väletablerat fenomen på den svenska arbetsmarknaden och därför har rekryterares perception kring användandet undersökts. Syftet med studien är att öka förståelse om användning av AI-teknik i rekryteringsprocessen hos bemanningsföretag då det är stora volymer av arbetssökande inom bemanningsbranschen och deras huvudsysslor är att arbeta med bemanning och rekrytering. Den teoretiska referensramen baseras på två olika ansatser till rekrytering. De utgörs av den psykometriska ansatsen, som är en objektiv ansats, och den sociala ansatsen, som är en subjektiv ansats, för rekryteringsprocessens utformning. Den teoretiska referensramen baseras även på en forskningssammanställning om AI-teknik för att i analysen kunna göra en jämförelse mellan tidigare forskning och rekryterares insikter. Författarna har tagit fram en egen analysmodell för att använda den teoretiska referensramen till att analysera det empiriska materialet. För att skapa en djupare förståelse för rekryterares perception av användandet av AI i rekryteringsprocessen baseras studien på kvalitativa intervjuer med rekryterare på bemanningsföretag. För att skapa en variation bland respondenterna har studiens författare utfört intervjuer med nio olika respondenter på sju olika bemanningsföretag. Den insamlande empirin har analyserats genom författarnas analysmodell. Resultatet tyder på att rekryteringsprocessen idag inte är anpassad för att använda AI och framförallt arbetet med kravprofilen behöver utvecklas för att AI ska nå maximal utdelning. Studiens slutsats är att det kommer krävas en utveckling av de två tidigare presenterade ansatserna till rekryteringsprocessen. Författarna föreslår den automatiserade ansatsen till rekrytering som en tredje ansats, där den inledande processen objektiviseras och anpassas för AI och de mänskliga faktorerna bibehålls i subjektiva intervjuprocesser och mänskliga beslut.
The phenomenon of Artificial Intelligence (AI) is a trending technology that is applied in several different areas of society. In HR work, the recruitment process can be based on AI technology and large parts can be automated. Previous research has shown that both selection and matching of candidates have been useful areas where companies can automate in order to make more efficient use of their time. AI technology is not yet a well-established phenomenon in Swedish companies and therefore, the recruiters' perception of use has been studied. The purpose of the study is to increase understanding of the use of AI technology in the recruitment process of staffing agencies, as there are large volumes of job seekers in the staffing industry and their main job is to work with staffing and recruitment. The theoretical frame is based on two different approaches to recruitment. They consist of the psychometric approach, which is an objective approach, and the social approach, which is a subjective approach to the recruitment process. The theoretical framework is also based on a research summary on AI technology in order to make a comparison between previous research and the recruiters' insights in the analysis. The authors have developed their own analysis model to use the theoretical frame to analyze the empirical material. To create a deeper understanding of recruiters perception of the use of AI in the recruitment process, the study is based on qualitative interviews with recruiters at staffing companies. In order to create a variation among the respondents, the authors the study have conducted interviews with nine different respondents at seven different staffing companies. The empirical data has been analyzed by the authors' analysis model. The result suggests that the recruitment process today is not adapted to use AI and, above all, the work with the requirement profile needs to be developed in order for AI to reach the maximum usage. The conclusion of the study is that a development of the two previously presented approaches to the recruitment process will be required. The authors propose the automated approach to recruitment as a third approach, where the initial process is objectified and adapted for AI but the human factors are maintained in subjective interview processes with human decisions.

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Talebi, Roxana, und Julia Timmas. „User Adoption of Cognitive Agents : Identifying success factors from a process perspective“. Thesis, KTH, Skolan för industriell teknik och management (ITM), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-279631.

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With the rise of intelligent solutions such as cognitive agents, many organizations are trying to identify how they can best utilize the benefits of the technology to make advancements as a company and enhance employee job performance. However, the attempts of many organizations are falling short from their expectations and users do not adopt to the technology. To investigate this problem, a qualitative study was performed with the aim of exploring the different phases of a cognitive agent project process to identify key factors and incentives influencing user adoption, by comparing organizational and individual perspectives. The study results show that 94% of managers see added potential and value in this type of technological initiative, while the number is only 60% for the more operational positions. This indicates a gap between the different perspectives which can hinder successful adoption. The results show that involvement of users throughout the process can decrease this gap. With the increasing complexity of cognitive technology, as it learns over time, the study implies that user awareness and clear expectations through a collaborative process enables increased adoption. Further, the study argues that the adoption process starts earlier than organizations might think. This implies that it is important to look at the life cycle perspective and factors influencing adoption. In order to impact the user adoption rate, this study highlights several factors and incentives, emphasizing on context and the combination of the different aspects, which contribute to higher performance and a wider spread of cognitive agent application.
Med ökningen av intelligenta lösningar, så som kognitiva agenter, gör att många organisationer försöker identifiera hur de kan utnyttja teknikens fördelar bäst för att gynna användarnas effektivitet. Men många organisationers försök lever inte upp till förväntningarna och användarna tar inte till sig tekniken. För att undersöka problemen med detta genomfördes en kvalitativ studie med syftet att utforska de olika faserna i ett kognitiv agent-projekt för att identifiera nyckelfaktorer och incitament som påverkar användandet av lösningen, genom att jämföra det organisatoriska och individuella perspektivet. Studieresultaten visar att 94% av ledarna ser en enorm potential och värde i denna typ av teknikinitiativ, medan endast 60% av de mer operativa användarna upplever värde i en kognitiv agent. Detta indikerar ett gap mellan de olika perspektiven som kan hindra framgångsrik adoption. Resultaten visar att om användare är involverade under hela processen kan det minska detta gap. Med den ökande komplexiteten i kognitiv teknik, som utvecklas över tid, innebär studien att användarmedvetenhet och tydliga förväntningar genom en samarbetsprocess möjliggör ökad adoption. Vidare belyser studien att adoptionsprocessen börjar tidigare än organisationer kan tro. Detta innebär att det är viktigt att titta ur livscykelperspektivet på faktorer som påverkar adoptionen. För att påverka användarnas adoptionsgrad belyser denna studie flera faktorer och incitament, med betoning på kontext och kombinationen av olika aspekter, vilket bidrar till högre prestanda och en bredare spridning av kognitiva agenter.

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Fält, Felix, und Reuterstrand Adrian Torres. „AI och partiskhet vid beslutsfattande i rekryteringsprocesser : Hur artificiell intelligens kan hantera partiskhet i rekryteringsprocessen“. Thesis, Linköpings universitet, Informationssystem och digitalisering, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-177501.

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Dagens rekryteringsprocessen drivs oftast av en mänsklig rekryterare, men på senare tid har det blivit allt mer populärt att använda sig av AI verktyg för att effektivisera delar av processen, men också för att motverka den inneboende partiskhet som finns hos människor. Detta arbete syftar till att analysera hur rekryterare med erfarenheter kring användning av AI, och utvecklare av sådana system, upplever huruvida AI kan användas som ett verktyg för att möta partiskhet inom rekryteringsprocessen. Genom att genomföra semistrukturerade intervjuer med intressenter som är insatta i både rekryteringsprocessen, men också i utveckling av AI-system med rekrytering som huvudfokus, har vi fått insyn kring hur verksamheter jobbar och utvecklar dessa typer av system. Hur de förhåller sig till etiska frågor har varit avgörande för att kunna utvärdera om AI är lämpligt för denna uppgift. Vår slutsats visar att det finns användningsområden för AI i rekryteringen, men istället som ett komplementerande verktyg för den mänskliga rekryteraren snarare än en ersättare, som AI ofta spekuleras att vara. Fördelar som vi såg var bland annat att AI kan behandla fler kandidater än dess mänskliga motpart och i de flesta fall ta beslut som är kompetensbaserade eftersom AI:n inte påverkas av externa faktorer på samma vis som vi människor gör. Även om AI har sina brister, där den kan efterbilda negativa beteenedemönster från oss människor och att den mänskliga kontakten reduceras, så fann vi att de positiva aspekterna var övervägande, och att det finns en optimistisk inställning kring vidare studier inom området.
The recruitment process of today is often driven by human recruiters and lately it has become increasingly popular to use AI-driven tools to streamline parts of this process, but also to try to counteract the inherent bias present in humans. This study aims to analyze how recruiters with experience in the use of AI, and developers of such systems, experience whether AI can be used as a tool to meet bias in the recruitment process. By performing semistructured interviews with relevant parties familiar with the recruitment process, but also with the development of AI-systems with recruitment as the main focus, we have gained insight into how companies work and how they develop these types of systems. How they relate to ethical issues has been useful in being able to evaluate whether AI is appropriate for this task. Our conclusion shows that there are uses for AI in recruitment, but instead as a complementary tool for the human recruiter rather than as a replacement, as AI is often speculated to be. Advantages that we saw included that AI can treat more candidates than its human counterpart and in most cases make decisions that are competency based because AI is not affected by external factors in the same way as we humans do. Although AI has its flaws, where it can mimic negative behavioural patterns from us humans and that human contact is reduced, we found that the positive aspects of AI were predominant, and that there is an optimistic attitude towards further studies in the field.

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Forslund, Lia, und Mentzer Sofia von. „Sjukvårdskris och svalt mottagande av AI, hur går det ihop? : En fallstudie i vilka faktorer som har störst påverkan på införandet av artificiell intelligens“. Thesis, Uppsala universitet, Institutionen för informatik och media, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-414559.

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Det svenska sjukvårdssystemet är konstant under hög press och situationen benämns ofta i media som en sjukvårdskris. Radiologin är en av de medicinska discipliner som drabbats av en kontinuerligt ökande arbetsbelastning och personalbrist. Detta sätter sjukvården i en situation att konstant tvingas väga effektivitet mot kvalitet. Trots höga förväntningar på att innovationer som Artificiell Intelligens (AI) ska kunna bistå behoven, används AI idag i en mycket begränsad utsträckning. Denna studie syftar till att utreda påverkande faktorer för införandet av AI inom radiologin. För att besvara arbetets forskningsfråga har HA Adoption-Decision Model, en modifierad version av det väletablerade Technology-Organization-Environment Framework (TOE), tillämpats. Ramverket innefattar tre kontexter; teknologisk, organisatorisk och extern kontext. Varje kontexts delaspekter, så kallade faktorer, följer under respektive kontext. Dessa tio faktorer utvärderades för att besvara studiens forskningsfråga om vilka faktorer som har störst påverkan på införande av AI inom radiologi. Genom att förena tidigare forskning med resultatet från sex intervjuer visade sig affärsvärde , strategisk lämplighet , ledningsstöd och reglering av datahantering ha störst påverkan. Avslutningsvis presenteras ett förslag om att introducera en elfte faktor, IT-mognad, till ramverket.

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Jahan, Masrurah. „Factors disrupting the evolution of Artificial Intelligence from the perspective of an IT company“. Thesis, Uppsala universitet, Informationssystem, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-445631.

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Background: Artificial intelligence has risen to prominence as a subject of study. The pace of artificial intelligence evolution in Bangladesh's IT industry is increasing by the day. In Bangladesh's IT Industry, artificial intelligence (AI) offers enormous potential. Despite the huge potential and advantages of AI implementation or adoption, Bangladesh's IT industry is still failing to move forward with its AI implementation. Objectives: The objective of this study is to identify the main factors that disturb the implementation of AI in the IT Company of Bangladesh. Novelty: In Bangladesh, most of the AI-related research conducted by focusing existing Scope of AI in the Bangladesh, as Bangladesh is in the initial phase of AI Adoption, this paper, therefore, sought to find out the factors that inhibit IT Industry to implement AI. Method: A quantitative method is used to find the results of the study. This paper reports on the results of an online survey questionnaire involving 51 IT professionals from a large IT company of Bangladesh about their perception regarding AI to find out the challenges. Results: Result indicates certain major challenges in AI implementation in Bangladesh’s IT Industry like Lack of AI skills and Incomplete knowledge or understanding regarding AI's capabilities and limitations, Internal culture Lack of Financial investment, , Data management, Lack of technological Infrastructure, Lack of top managerial support, Lack of legal and ethical framework, Non AI Approaches are sufficient by encapsulating them into three challenges context-organizational, environmental and technical barriers using IS theory TOE framework. Contributions: The study offers Insights to policymakers, executives and top-level managers to pay attention of adopting AI in IT Industry of Bangladesh by overcoming the challenges, besides further research can be conducted on how Bangladesh IT industry can overcome the AI implementation challenges. Conclusion: As Bangladesh is progressing with Technology, hence this is a high time to identify the major challenges that inhibit the AI Implantation in Bangladesh’s IT Industry. Policymakers, executives and top-level managers should find a proper solution policy to mitigate the challenges and adapt AI to boost up IT Industry of Bangladesh.

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Paljak, Felix. „Enabling Technology Adoption in Conservative Industries : A Case Study within Private Real Estate Development“. Thesis, KTH, Skolan för industriell teknik och management (ITM), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-263957.

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The thesis examines technology adoption within the real estate development industry, an industry that has historically lagged the adoption rate of innovations compared to industrial counterparts. The study finds that the favorable market conditions for real estate as an asset class following the debt crisis in 2008 may have been a significant denominator in slowing down the technology adoption within the industry when several industries at the same time have faced fundamental industrial disruption. The absence of vertical integration within the industry decreases the transparency and complicates the emergence of innovative solutions as technology developers continuously fail to identify what features and functionalities that are desired by industry practitioners. The study finds that the higher the observability of the innovation, the higher is the probability of technology adoption within an organization. In addition, organizations are heavily dependent on having the facilitating conditions in-place internally to enable an effective technology adoption and implementation.
Avhandlingen granskar teknikupptagning inom fastighetsutvecklingsbranschen, en bransch som historiskt sett har haft en lägre adoptionsgrad av innovationer jämfört med industriella motsvarigheter. Studien konstaterar att de gynnsamma marknadsförhållandena för fastigheter som tillgångsslag efter finanskrisen 2008 kan ha varit en betydande nämnare för att hålla tillbaka teknikutvecklingen i industrin när flera industrier samtidigt har genomgått fundamental förändring. Frånvaron av vertikal integration inom branschen minskar insynen och komplicerar framväxten av innovativa lösningar, eftersom teknikutvecklare kontinuerligt har misslyckats att identifiera de funktioner och funktionaliteter som önskas av professionella inom branschen. Studien konstaterar att ju högre möjligheten att observera innovationens kapacitet är, desto högre är sannolikheten för teknisk adoption inom en organisation. Dessutom konstateras att organisationer är starkt beroende av att stödjande infrastruktur finns på plats internt för att möjliggöra en effektiv teknikupptagning och implementation.

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Nordström, Rebecca A., und Hannah Björnlinger. „Artificiell intelligens- mer än bara en stödfunktion? : En kvalitativ undersökning hur artificiell intelligens kan medvetandegöra bias i en rekryteringsprocess“. Thesis, Högskolan Dalarna, Institutionen för kultur och samhälle, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:du-37486.

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Syftet med denna studie är att bidra med en djupare förståelse för hur rekryterare använder Artificiell Intelligens (AI) i en rekryteringsprocess för att medvetandegöra bias. Tidigare forskning visar att arbetssökandens chanser till arbete påverkas av rekryterarens bias, detta gör att arbetssökanden inte bedöms utefter kompetens. Tidigare studier visar att arbetssökanden missgynnas baserat på olika egenskaper, kopplat till etnicitet, ålder och kön. Rekryteringsprocessen är i ett behov av verktyg som minskar denna bias, där forskning visar att AI-system kan vara ett sådant verktyg. I denna studie har vi inkluderat respondenter som besitter erfarenhet av AI-system i en urvalsprocess. Studien genomförs med en kvalitativ forskningsansats där åtta respondenter har inkluderats. Empirin har analyserats genom en tematisk analys där sex teman identifierats. Resultatet presenterar olika faktorer som jämförs mot tidigare forskning där diskussionen behandlar de mest centrala från studien. Resultatet visar att alla respondenter är överens om att alla människor innehar bias som påverkar urvalsprocessen. AI-system tar bort fokus från etnicitet, ålder och kön, därmed upplever respondenterna att AI-systemet kan medvetandegöra bias eftersom systemet baserar rangordning av arbetssökande utifrån kompetens. Studien lyfter vad som anses behövas av rekryterare för att möjliggöra för AI att kunna medvetandegöra bias. Avslutningsvis visar resultatet att AI-system kräver kontinuerlig utveckling. Med rätt förutsättningar kan AI medvetandegöra bias, bortse från synliga attribut och bedöma arbetssökande efter kompetens.
The purpose of this study is to contribute with a deeper understanding of how recruiters use Artificial Intelligence (AI) in a recruitment process to raise awareness of bias. Previous research shows that applicant chances of getting a job are affected by the recruiter's bias, this means that applicants are not assessed on competence. Previous studies show that applicants are disadvantaged based on different characteristics, linked to ethnicity, age and gender. The recruitment process has a need of tools that reduce this bias, where research shows that AI systems can be such a tool. In this study, we have included participants who have experience of AI systems in a selection process. The study is carried out with a qualitative research approach where eight participants have been included. The empirics have been analysed through a thematic analysis where six themes have been identified. The results present various factors that are compared to previous research where the discussion deals with the most central from the study. The results show that all participants agree that all people have biases that affect the selection process. AI systems remove focus from ethnicity, age and gender, participants believe that the AI system can raise awareness of bias because the ranking is based on applicant’s competence. The study highlights what is considered needed by recruiters to enable AI to be able to raise awareness of bias. In conclusion, the results show that AI systems require continuous development. With the right conditions, AI can raise awareness of bias, ignore visible attributes and assess jobseekers according to competence.

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Hammelin, Sanna. „En arbetsmarknad för alla? : en rättslig studie om arbetsgivares skyldigheter vid rekrytering av personer med funktionsnedsättning“. Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-18170.

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Dagens arbetsliv och samhälle står under ständig förändring. Att arbeta och samtidigt bidra till vår välfärd är för de flesta en naturlig del av vardagen. Men för personer med funktionsnedsättning är förutsättningarna inte nödvändigtvis detsamma. Strax över en kvarts miljon människor med funktionshinder står idag utan sysselsättning och det i en tid då det politiska budskapet tydligt talar för att all potentiell arbetskraft behövs för att upprätthålla nivån på vår välfärd. Samtidigt visar oroväckande statistik att personer med funktionsnedsättning utsätts för diskriminering när de söker arbete. Arbetet belyser dels vilka skyldigheter arbetsgivare har vid en rekryteringsprocess för att inte en arbetssökande med funktionsnedsättning ska utsättas för diskriminering och dels vilka incitament som finns att tillgå för att underlätta för personer med funktionshinder att beredas plats i arbete. Viktiga delar vid rekryteringsprocessen är DiskrL krav på arbetsgivaren att överväga skäliga stöd- och anpassningsåtgärder. Incitamenten består främst av diverse statliga stödinsatser och lagkrav. Arbetet behandlar rättsläget inom området för funktionshinder på både internationell och nationell grund men redovisar därtill även den politiska diskussionen kring alla människors rätt till försörjning och delaktighet i samhället. Slutsatser som dras är att DiskrL ännu är relativt ung och förhållandevis oprövad på området för funktionshinder. Det är därför utifrån praxis svårt att klart definiera var gränsen går för vad som begärs av en arbetsgivare vid rekrytering av personer med funktionsnedsättning samt vad som är att anse som skäliga stöd- och anpassningsåtgärder. Trots ett fåtal fällande domar på området för diskriminering på grund av funktionshinder, ifrågasätts DiskrL tillämpning vid funktionsnedsättning som medför nedsatt arbetsförmåga och lagen anses i detta fall snarare visa på lagstiftarens ställningstagande mot diskriminering. Arbetet visar även på skillnader i förutsättningar och möjligheter beroende på om en funktionsnedsättning medför nedsatt arbetsförmåga eller inte. För personer där funktionsnedsättningen inte medför nedsatt arbetsförmåga är förutsättningarna i arbetslivet och till högre utbildning i stort detsamma som för personer utan funktionsnedsättning. För personer med funktionsnedsättning som medför nedsatt arbetsförmåga är förutsättningarna och möjligheten till delaktighet dock i många fall helt annorlunda.
Taking part in work and therefore also contribute to our welfare is for most of us a part of everyday life. For people with disabilities the work conditions are not necessarily the same. The political message clearly indicates that all potential labour is needed to maintain the welfare level. Still, nearly a quarter of a million people with disabilities are without a work. In the same time statistics show that people with disabilities are being discriminated in recruitment situations The purpose of this essay illustrates what obligations employers have in a recruiting process so that a job applicant with a disability shall not be subjected to discrimination. It also presents the incentives available to assist people with disabilities in work preparations. Important elements in the recruitment process are DiskrL which requires the employer to consider reasonable support and adaptation measures. The essay illustrates the legal situation in the area of disability on international and national basis. It also presents the current political discussion about everyone's right to livelihood and participation in society. The essay shows that DiskrL is still young and untested in the fields of disability. It is therefore difficult to clearly define the boundaries in what an employer seeks in the recruitment of people with disabilities and what is considered to be reasonable support and adaptation measures. Despite a small number of convictions, DiskrL is questioned for its application on disability that impairs work capacity, and is considered rather to show the legislature`s position against discrimination. The essay also demonstrates the differences in conditions and opportunities, depending on whether a disability impairs work capacity. The conditions in the workplace and the opportunities to get higher education are in general the same for people with a disability that not impairs work capacity as for people without disabilities. The conditions and possibilities for participation in work and higher education are in many cases different for people with disabilities that impair work capacity.

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Klinga, Peter. „Transforming Corporate Learning using Automation and Artificial Intelligence : An exploratory case study for adopting automation and AI within Corporate Learning at financial services companies“. Thesis, KTH, Skolan för industriell teknik och management (ITM), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-279570.

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As the emergence of new technologies are continuously disrupting the way in which organizations function and develop, the majority of initiatives within Learning and Development (L&D) are far from fully effective. The purpose of this study was to conduct an exploratory case study to investigate how automation and AI technologies could improve corporate learning within financial services companies. The study was delimited to study three case companies, all primarily operating in the Nordic financial services industry. The exploratory research was carried out through a literature review, several indepth interviews as well as a survey for a selected number of research participants. The research revealed that the current state of training within financial services is characterized by a significant amount of manual and administrative work, lack of intelligence within decision-making as well as a non-existing consideration of employee knowledge. Moreover, the empirical evidence similarly reveled a wide array of opportunities for adopting automation and AI technologies into the respective learning workflows of the L&D organization within the case companies.
I takt med att företag kontinuerligt anammar nya teknologier för att förbättra sin verksamhet, befinner sig utbildningsorganisationer i ett märkbart ineffektivt stadie. Syftet med denna studie var att genomföra en explorativ fallstudie gällande hur finansbolag skulle kunna införa AI samt automatisering för att förbättra sin utbildningsorganisation. Studien var begränsat till att undersöka tre företag, alla med verksamhet i den nordiska finansbranschen. Den explorativa delen av studien genomfördes med hjälp av en litteraturstudie, flertal djupgående intervjuer samt en enkät för ett begränsat antal deltagare i forskningsprocessen. Forskning påvisade att den existerade utbildningsorganisationen inom finansbolag är starkt präglat av ett överflöd av manuellt och administrativt arbete, bristande intelligens inom beslutsprocesser samt en bristande hänsyn för existerande kunskapsnivåer bland anställda. Studien påvisade därtill en mängd möjligheter att införa automatisering samt AI för att förbättra utbildningsflödena inom samtliga deltagande bolag i fallstudien.

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HUANG, YING-ZI, und 黃瑛自. „Research on the factors of AI adoption in retail industry“. Thesis, 2019. http://ndltd.ncl.edu.tw/handle/k9wk68.

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碩士
國立高雄科技大學
行銷與流通管理系
107
In 2017, the domestic retail industry accounted for 45% of the national income, which is rising year by year. It is known that Taiwan's retail industry is very important in the commercial market, and the development of science and technology has prompted contemporary enterprises to operate in a highly digital environment. All kinds of operations, development, services, etc. are based on digitalization and dominate the formation of service automation and business linkage. At present, the introduction of artificial intelligence (AI) in the domestic retail industry is still in its infancy. The smart technology needs to cover many challenges in its service connotation. Its technology fundamentally changes the process and results of organizational innovation. There may be many adjustments and changes. Therefore, this study will explore the key factors when retailing considering the adoption of AI. This study uses the literature review to establish a three-level factor hierarchy structure table based on the Technology-Organization-Environment Framework(TOE). The Analytic Network Process (ANP) is used to find out the weight of the influencing factors based on returned expert questionnaires of the information industry, academics, and retail industry. Finally, the comparism and analysis of important factors will be discussed from demend side and supply side and and expects these results can provide a valuable reference for the retail industry when adopting AI in the future.

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Pillai, R., B. Sivathanu, M. Mariani, Nripendra P. Rana, B. Yang und Y. K. Dwivedi. „Adoption of AI-powered Industrial Robots in Auto Component Manufacturing Companies“. 2020. http://hdl.handle.net/10454/18138.

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The usage of AI-empowered Industrial Robots (InRos) is booming in the Auto Component Manufacturing Companies (ACMCs) across the globe. Based on a model leveraging the Technology, Organisation, and Environment (TOE) framework, this work examines the adoption of InRos in ACMCs in the context of an emerging economy. This research scrutinizes the adoption intention and potential use of InRos in ACMCs through a survey of 460 senior managers and owners of ACMCs in India. The findings indicate that perceived compatibility, external pressure, perceived benefits and support from vendors are critical predictors of InRos adoption intention. Interestingly, the study also reveals that IT infrastructure and government support do not influence InRos adoption intention. Furthermore, the analysis suggests that perceived cost issues negatively moderate the relationship between the adoption intention and potential use of InRos in ACMCs. This study offers a theoretical contribution as it deploys the traditional TOE framework and discovers counter-intuitively that IT resources are not a major driver of technology adoption: as such, it suggests that a more comprehensive framework than the traditional RBV should be adopted. The work provides managerial recommendations for managers, shedding light on the antecedents of adoption intention and potential use of InRos at ACMCs in a country where the adoption of InRos is in a nascent stage.
The full-text of this article will be released for public view at the end of the publisher embargo on 18 Feb 2022.

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Chatterjee, S., Nripendra P. Rana, Y. K. Dwivedi und A. M. Baabdullah. „Understanding AI adoption in manufacturing and production firms using an integrated TAM-TOE model“. 2021. http://hdl.handle.net/10454/18484.

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This study aims to identify how environmental, technological, and social factors influence the adoption of Industry 4.0 in the context of digital manufacturing. The Industry 4.0 era has brought a breakthrough in advanced technologies in fields such as nanotechnology, quantum computing, biotechnology, artificial intelligence, robotics, the Internet of Things, fifth-generation wireless technology, fully autonomous vehicles, 3D printing and so on. In this study, we attempted to identify the socioenvironmental and technological factors that influence the adoption of artificial intelligence embedded technology by digital manufacturing and production organizations. In doing so, the extended technology-organization-environment (TOE) framework is used to explore the applicability of Industry 4.0. A conceptual model was proposed that used an integrated technology acceptance model (TAM)-TOE model and was tested using survey-based data collected from 340 employees of small, medium and large organizations. The results highlight that all the relationships, except organizational readiness, organizational compatibility and partner support on perceived ease of use, were found to be significant in the context of digital manufacturing and production organizations. The results further indicated that leadership support acts as a countable factor to moderate such an adoption.
The full-text of this article will be released for public view at the end of the publisher embargo, 18 months from first publication.

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Kao, Ming-Chih, und 高明志. „The Order Effects of Word-of-Mouth Valence and Different Recruitment Sources to Word-of-Mouth Adoption and Organizational Attractiveness －Self-Efficacy as A Moderator“. Thesis, 2018. http://ndltd.ncl.edu.tw/handle/z2hxp8.

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碩士
國立臺灣科技大學
企業管理系
106
The rapid growth of the Internet has changed the way that job seekers apply for jobs. Job seekers can receive all kinds of information through various sources. However, because of the order effects of the information, it is difficult for job seekers to make judgments by several choices under limited knowledge. Therefore, job seekers may need to make decisions in their own right. It is an important issue that the order effects of word-of-mouth valence and different recruitment sources influence job seekers. The study used experimental situation design to classify situations into eight categories. 300 questionnaires are distributed to participants who have graduated from finance-related departments and have been willing to engage in financial-related industries. According to the results of the analysis, (1) the order effects of word-of-mouth valence and employer word-of-mouth sources were not significant to job seekers. (2) In the positive situation, the analysis showed that there was positive relationship between word-of-mouth adoption and organizational attractiveness. On the other hand, there was no relationship between word-of-mouth adoption and organizational attractiveness in the negative situation. (3) Self-efficacy moderated the relationship between word-of-mouth adoption and organizational attractiveness in negative before positive context. Hence, in financial industry, companies should make good use of positive information to drive job seekers to apply for them. Also, they need to beware of the generation of negative information.

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Liao, Sheng-Kai, und 廖勝凱. „A Study on the Adoption of Common Supply Contracts on Technical Service Procurement of ROCA's Sewage System Construction- A Case Study of Loyal ai the Camp Sewage System Technical Services“. Thesis, 2015. http://ndltd.ncl.edu.tw/handle/w5w78c.

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碩士
中華大學
營建管理學系碩士班
103
In recent years, the government has been promoting public office reorganization policies¸ initiating the combination of offices, streamlining manpower, and the downgrading of organizational structures. As numbers of available procurement officials dwindle, it has become increasingly difficult to establish a functional capacity for the outsourcing of service procurements, causing further complications in sewage construction projects. Despite the development in the processes and procedures to procure technical services in construction projects, government agencies are still responsible for planning and contracting out projects, resulting in heavy burdens for technical service offices. The operational mode of inter-entity supply contracts is based on the commanilty of procurement demands. This research seeks to combine MND (Ministry of National Defense) administration operations and create specialized work groups, integrating the common demands of the staff, and establish inter-entity supply contracts in both property and service procurements. By accumulating experience and emphasizing on communication, we should be able to successfully improve procurement efficiency. In addition, basic staff have access to legal procurement channels, improving procurement capabilities. This study attempts to explore the application of inter-entity supply contracts in the sewage projects. After identifying common requirements and defining contracting authorities and organs of application, the contracting information can be uploaded to a designated website. The users of sewage system, as organs of application, will only have to log in to the system to select a contractor for technical service instead of opening a bid for each single project, thus reducing unnecessary repeated bidding processes and saving manpower costs. The use of inter-entity supply contracts in the procurement of technical services by government agencies, allowed it to reduce 115 work hours in procurement operations, reducing 88% of the procurement time; thus, effectively reducing unnecessary repeated bidding processes and saving manpower costs; this simplified procurement routine, contributes to the greater efficiency of procuring technical services. Suggestions are also made to scale the inter-entity supply contract at county or municipal city level, or any level defined by the authorities; Using multiple award in separate districts and more than two suppliers in a single district. This would allow more options for organs of application as an incentive to use the system. The MOD can attempt to combine administration operations and create specialized work groups, integrating the common demands of the staff, establishing inter-entity supply contracts in both property and service procurements. The accumulation of experience and emphasis on communication should be able to successfully increase procurement efficiency. In addition, basic staff will have access to legal procurement channels, improving procurement capabilities.

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Weißenburger, Julius Eric. „Disruption in HR : the impact of Artificial Intelligence and machine learning innovation on recruiting“. Master's thesis, 2020. http://hdl.handle.net/10400.14/31314.

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Talent is increasingly important for organizations which makes corporate recruitment a significant ongoing function. Recruiting top talent cannot occur where there are inefficiencies, high costs and lack of innovation. At the same time, artificial intelligence (AI) and machine learning (ML) are disrupting industries and different areas of business practice. This technology has the potential to create unprecedented value in recruiting functions also, by positively impacting efficiency, costs and employee fit. Despite rapid developments in the field of AI, academic literature on AI in recruitment is thin. Researchers further call for more collaborative work between practitioners and academics. This thesis aims to tackle this gap, evaluating how AI and ML disrupt traditional recruitment processes and bring about potential new outcomes. By integrating the experiences of experts, executives and the perceptions of potential job applicants, this thesis elucidates practical implications for the adoption of AI and ML in recruiting. The thesis uses qualitative and quantitative data collection. The findings present opportunities and also the limitations of AI and ML in recruiting. Furthermore, the effects of the technology on recruiting efficiency and validity are evaluated. This creates the basis for practical recommendations for organizations regarding the adoption of this technology. Notably, in the more standardized aspects of the recruitment processes, this technology does create value in hiring.
O talento é cada vez mais importante para as organizações que utilizam o recrutamento corporativo como uma função contínua e significativa. O recrutamento dos melhores talentos não pode ocorrer onde existem ineficiências, altos custos e falta de inovação. Ao mesmo tempo, a inteligência artificial (IA) e machine learning (ML) estão rompendo indústrias e diferentes áreas de prática de negócios. Essa tecnologia tem o potencial de criar um valor sem precedentes nas funções de recrutamento, impactando positivamente a eficiência, os custos e a adequação dos funcionários. Apesar do rápido desenvolvimento no campo da IA, a literatura acadêmica sobre IA no recrutamento é escassa. Os pesquisadores gostariam que existisse mais trabalho colaborativo entre profissionais e acadêmicos. Esta tese visa abordar essa lacuna, avaliando como a IA e o ML modificam os processos tradicionais de recrutamento e trazem novos resultados potenciais. Ao integrar as experiências de especialistas, executivos e as percepções de possíveis candidatos a emprego, esta tese elucida implicações práticas para a adoção de IA e ML no recrutamento. A tese utiliza coleta de dados qualitativa e quantitativa. Os resultados apresentam oportunidades e também as limitações da IA e ML. Além disso, os efeitos da tecnologia no recrutamento eficiente e válido são avaliados. Isso cria a base para recomendações práticas para as organizações com relação à adoção desta tecnologia. Notavelmente, nos aspectos mais padronizados dos processos de recrutamento, essa tecnologia cria valor na contratação.

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