Introduction
Employees who have been serving across several hierarchical positions within a given organisation are generally considered to be the assets of the given company. As put forth by Martin & Siebert (2016), the effective management of the human resources are the employees of an organisation is crucial to the achievement of the set organisational goals. Organisational employees are generally held responsible for putting forth innovative and creative ideas that would help enhance product quality as well as improve the services that are offered by the given organisation towards the target clients of the company.
Effective human resource management strategies and policies help motivate the organisational staff to deliver to the best of their capabilities in improving the organisational growth across the chosen global markets. In the present-day scenario, there has been an increase in the use of technologically advanced features like machine learning and artificial intelligence in order to help manage the organisational workforce across global markets wear in multinational firms conduct operations.
According to Oreg & Berson (2019), some of the major technologically advanced introductions in the field of human resource management referred to the digitisation of human resource management procedures and the introduction of artificial intelligence and robotics in the management of the organisational workforce. The following paper will discuss the role of algorithm-based human resource management practices in regulating the job behaviour maintained by the concerned organisational staff.
The essay will also focus on the impact of technology innovations like artificial intelligence digitisation and robotics on reshaping the global workplace culture and the various opportunities and challenges that are faced by companies while shaping their managerial practices across the chosen operational markets.
Algorithm-based HRM practices – A concept
In the current-day scenario, business organisations across the world have been using software and technologically advanced features for maintaining improved management of the organisational workforce members. Clegg et al. (2015) mentions that the use of various algorithms and other technologically advanced features like machine learning and digitisation has been widely observed across multinational business organisations that are operational across global markets. As defined by Mintzberg (2015) algorithm-based human resource management practices generally involve the utilisation of software for processing the data that is associated with the organisational staff.
These generally include data that deal with the social life, performance location and the emotions maintained by the concerned employees alongside other indicators that help the organisational leaders understand the performance levels that are maintained by the concerned individual.
This data as put forth by Katou et al. (2021) helps the organisational leaders and managers in developing effective training and development programmes that would help ensure the overall performance and productivity of the given employees.
The collected data can further be used to enhance the accuracy of the organisational decisions on the recruitment of prospective employees, training these individuals and even the effective assignment of recognition and rewards. Algorithm-based human resource management practices also help conduct managerial and traditional human resource operations eventually leading to an increase in organisational growth.
Impact of algorithm-based HRM practices on employee job behaviour
Employee job behaviour is generally determined by several factors that are active within the given organisation. Sparrow (2013) states that employee job behaviour is highly influenced by the organisational culture. The job behaviour of employees is influenced by the treatment that is meted out to the organisational staff as well as other stakeholders.
The lack of effective interpersonal communication and improvement in the benefits and perks that are extended to the organisational staff often influence the workplace behaviour of the current organisational employees alongside affecting the engagement of the organisational staff towards the achievement of the set organisational goals by maintaining effective participation in decision making or ensuring the implementation of creative and innovative ideas which would help the concerned organisation improve its market positioning as well as the competitive edge across the international markets.
The job behaviour of organisational staff, as per the arguments of Gallardo-Gallardo et al. (2020) is also influenced by the set organisational goals and the virtues maintained by the staff. This often leads to the development of better insights into the employee response towards workplace circumstances in case of conflict situations that might arise within the given workplace. The use of algorithm-based human resource management practices will help in identifying the issues that are highlighted by the organisational staff by scrutinising the feedback that they provide to the organisational management as a part of their contributions to the development of effective organisational growth across the chosen operational market.
The implementation of algorithm-based human resource management practices will help the concerned business organisations gather data from the concerned employees and thereafter analyse them to develop a better understanding of the strengths and limitations of the concerned staff. This will help improve the overall performance of the concerned organisation alongside improving the training and development and measures that are extended to the organisational staff. This further results in low attrition rates across the given company eventually leading to an enhanced knowledge base and developed skills of the concerned employees.
Impact of technological innovations on employee job behaviour
The implementation of technology innovations across business workplaces has significant influences on the job behaviour maintained by the concerned organisation staff. As highlighted by Harsch & Festing (2020), the use of effective technology across globally operational business workplaces helps business organisations enhance employee performance by increasing their efficiency and providing them with easy access to the required information. However, as discussed by Castaneda & Cuellar (2020) the use of technology improvements might also distract employees alongside reducing the scope of physical interpersonal communication and may even lead to the loss of jobs in certain scenarios. The following section sheds light on the impact of technologically developed features like artificial intelligence and robotics and even digitisation of the concerned work processes that are maintained across the globally situated workplaces of multinational business firms.
Artificial intelligence
In the current day business scenario, the widespread use of technologically advanced features has been beneficial for the performance maintained by multinational business firms across international boundaries. As put forth by Singh et al. (2021), artificial intelligence has a plethora of beneficial impacts on the job behaviour demonstrated by the organisational staff. Agarwal et al. (2023) maintains the fact that the use of artificial intelligence will help the concerned organisation staff maintain a greater focus on the overall performance by automating the repetitive tasks. This according to Del Giudice et al. (2023) will help the concerned organisational staff to focus majorly on the creativity and innovation that they have been extending to the achievement of organisational success and growth. Acar et al. (2019) further mentions that the implementation of artificial intelligence helps in the creation of new job roles and hierarchical positions across the given company. However, it could be stated in this regard that the introduction of artificial intelligence might also lead to severe negative impacts on the job security of certain individuals due to the disappearance of job roles that require low skills. The introduction of artificial intelligence across the organisational workforce might also lead to an enhanced employee experience by extending assistance through the management of virtual assistants, learning new systems of management as well as contributing to performance management. The implementation of artificial intelligence also leads to improvement in the decision-making capabilities maintained by the organisational management. Bocken & Geradts (2020) mentions the fact that artificial intelligence is capable of developing effective decisions that are highly data-driven and significantly objective in nature. This will help improve organisational culture for making effective decisions which will be beneficial for the overall organisational growth across international markets. The use of artificial intelligence is also helpful in maintaining effective savings in terms of the cost of production that is incurred by the concerned organisation management. Artificial intelligence as argued by Hanelt et al. (2021) capable of providing funds that would be required for completing critical business operations. This in the long run will help with the improvement in organisational performance and productivity thereby ensuring effective organisation growth across the chosen operational market.
Digitisation
Digitalisation is yet another technological development that is generally implemented by business organisations across global markets. Doz (2020) mentions the fact that the implementation of digitisation across global workplaces maintained by multinational firms has several benefits. One of the most significant benefits of introducing digitization across global workplaces maintained by multinational farms refers to the improvement in the collaboration interpersonal communication and the productivity maintained by the organisational staff. Digitization has been one of the most used business strategies, especially during the recent pandemic situation that was faced by the entire world. Multinational organisations were observed to have been assigning remote working teams to deal with the regular performance of the concerned staff alongside dealing with the improvement of services and products that are in effective alignment with the preferences and demands of the target organisation client. The implementation of digitisation practices as highlighted by Collings et al. (2021) helps enhance the autonomy and flexibility that is provided to the organisational staff. This helps in enhancing the creativity and innovation that is maintained across the organisational workplaces which would eventually help improve the organisational performance across the international boundaries. Digitization across the organisational workplaces helps encourage the organisational staff to improve their contributions towards the achievement of the set organisational goals by motivating them through improved job satisfaction levels. This also enhances the autonomy of the concerned workforce members which helps encourage increased participation amongst the concerned organisational staff, especially in case of effective decision-making within the given company. However, implementation of digitization across the global workplaces of multinational firms often hampers the work-life balance of the concerned individual leading to an increase in stress which in the long run leads to demotivation of the concerned staff. Szymkowiak et al. (2021) highlights that insufficiency in work detachment affects the physical and mental health of the concerned individual which hampers the overall performance of the concerned team as well as the organisation at large. This might lead to detrimental impacts on organisational growth as well.
Robotics
Technological improvement as maintained by Business organisations across international boundaries has been maintaining both beneficial and detrimental impacts on the job behaviour maintained by the organisational staff. Vrontis et al. (2022) highlights the fact that in the current day business scenario, technologically advanced features like automation and robotics often maintain significant impacts on workplace behaviour as demonstrated by the concerned organisational staff. The introduction of robotics across the organisational workforce is generally observed to maintain negative impacts on the performance of the staff and is hence considered to be a demotivating factor in certain scenarios. The introduction of robotics often leads to the displacement of low-skilled employees who have been serving across the low levels of the organisational hierarchy. Robots and other artificial intelligence tools might also lead to the displacement of human beings across the organisational workforce thereby leading to a reduction in the cost of production that is incurred by the concerned organisation across global markets.
However, it could also be stated in this regard that implementing robotics and artificial intelligence across organisational workplaces also maintains several beneficial impacts for organisational growth. The implementation of robotics across the given organisation often helps in stimulating the economic growth of the given organisation. The implementation of robotics as argued by Prikshat et al. (2023) leads to a decrease in routine jobs by automating the same. This helps in lowering the cost of production that is incurred by the chosen organisation. Janssens & Steyaert (2019) further states that the introduction of robotics across the organisational workplaces often helps in generating novel occupations and hierarchical positions within the given organisation. This in the long run motivates the staff to improve their contribution towards the achievement of organisational success thus enhancing the quality of their contributions towards organisational growth. This further helps improve the overall performance delivered by the concerned multinational firm across the international markets.
Benefits of algorithm-based HRM practices
One of the major benefits of algorithmic human resource management refers to the improvement in the accuracy maintained by the organisation in terms of the selection rewards training and the recognition that needs to be provided to the organisational staff. The implementation of algorithmic human resource management also helps in maintaining personalised coaching activities and streamlining the recruitment procedures that are maintained by the concerned organisation. Köllen (2021) states the fact that algorithms can be highly useful for analysing the performance data of the organisational staff and thereafter provide personalised feedback on the training and development and needs of the organisational staff. Algorithmic practices of human resource management also help in sorting the resumes of prospective employees in order to perform the initial selection of prospective employees who will be analysed on the basis of their skills and knowledge. Algorithmic practices of human resource management could also help with strategic planning ensuring the improvement in the efficiency of the human resource management practices.
Challenges of algorithm-based HRM practices
One of the most significant challenges that have been arising from algorithm-based human resource management refers to the shift to the efficiency presented by technologically advanced algorithms from the personal integrity and knowledge base maintained by the human employees. Armstrong (2020) mentions that algorithm-based human resource management practices have been leading to issues in terms of the displacement of human employees by robots and other artificial intelligent devices and tools. This often leads to resentment among the organisational staff to introduce technologically developed factors like artificial intelligence, digitisation and even the use of robotics. Another major challenge of implementing algorithm-based human resource management practices across multinational organisations refers to the creation of work-life imbalance which presents a negative impact on the physical as well as psychological health of the concerned individual. The concerned human resource managers often face severe issues in improving employee well-being across workplace locations maintained by multinational business firms.
Mitigatory measures
To mitigate the issues highlighted above the concerned organisation management is advised to implement effective training methods which would help the organisation maintain effective understanding regarding the training and development needs of the concerned employees which in the long run will help improve the performance of the entire organisation at large. The concerned organisational staff should be provided with effective training regarding the use of technologically advanced features for improving the overall performance that is delivered by organisational staff. Bratton & Gold (2022) mentions that effective training and improved communication across the global workplaces maintained by multinational business firms will help in enhancing the creativity and innovation that is maintained by the given organisation across global markets. This in the long run will help improve the revenue generation across the chosen operational markets eventually leading to an increase in the competitive positioning as well as the brand popularity maintained by the given organisation across global markets.
Conclusion
In conclusion to the above discussion, it could be stated that algorithm-based human resource management practices have helped improve organisational performance by ensuring the introduction of technological advancements across the given organisation. In the context of management assignments, these practices showcase how technology-driven strategies streamline organisational management procedures, leading to enhanced performance and growth across chosen markets. This also strengthens competitive positioning and brand popularity in global markets while improving employees’ knowledge and skills, motivating them to contribute more effectively to organisational success.
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