EXPLORING_ARTIFICIAL_INTELLIGE. related to Ai

Journal of Management Information and Decision Sciences Volume 23, Issue 5, 2020
552 1532-5806-23-5-221
Citation Information: Nawaz, N. (2020). Exploring artificial intelligence applications in human resource management. Journal of
management Information and Decision Sciences, 23(5), 552-563.
EXPLORING ARTIFICIAL INTELLIGENCE
APPLICATIONS IN HUMAN RESOURCE
MANAGEMENT
Nishad Nawaz, Kingdom University
ABSTRACT
The aim of the study is to understand artificial intelligence applications in human resource
management. The study considered Scopus online database from 1991 to 2020 and found 23
papers were relevant, and it is considered as a sample. The study identified nine areas of human
resource management functions, where Industries can implement artificial intelligence
applications to get efficient and effective in their human resource management functions to meet
the requirements of their customers. The study can be extended in other areas of human resource
management functions.
Keywords: Artificial Intelligence; Human Resource Management; Applications; Human
Resource Functions.
INTRODUCTION
The current era has many developments in the area of information technology; in this
direction, there is a new innovation was introduced that is Artificial Intelligence (AI). In the digital
environment, for instance, the human knowledge of Artificial Intelligence, has become the key
factor for an organization to endure and change in an evolving situation (Abdeldayem &
Aldulaimi, 2020). Since Google's Alpha Go framework has won a mind-boggling triumph in the
fight with South Korean player Lee Sedol, Artificial intelligence has pulled in considerations of
the two specialists and experts. Artificial intelligence is called as machine insight, is an
interdisciplinary science that impersonates human abilities and scholarly conduct (Upadhyay &
Khandelwal, 2018). Elaine Rich characterize AI as “Artificial intelligence empower through
related algorithms to computers to get right work better than individuals”.
During the time spent mimicking the data procedure of human cognizance and figuring, it
can rapidly recover the database, remove data, answer our questions effectively, and give the most
intelligent answer legitimately and normally (Shanmugam & Garg, 2015). Artificial intelligence
hypothesis and innovation applications are additionally growing, and many artificial intelligence
devices, for example, fake neural systems, savvy choice frameworks, and fluffy sets are utilized
in different fields. Among them, the utilization of AI in the field of human asset the board is still
in the investigation stage. Artificial intelligence has been bit by bit applied to big business the
executive’s dynamic, taking on and helping administrators to accelerate their dreary and tedious
day by day work (Ma & Wang, 2011). It gives the ground-breaking database and logical help,
permitting directors to escape mechanical work and take part in more important work. As indicated
by the Accenture key report, for coordination and administration, critical thinking and joint effort,
worker and network, technique and development work, the utility and effect of insightful
frameworks can change the administrator's work substance. Artificial intelligence can attempt and

553 1532-5806-23-5-221
assist directors with accelerating their day by day dreary and tedious work. It can likewise give an
amazing database and expository help, with the goal that administrators can escape from the dreary
work and get dedicated to more significant work (Li, 2011). Human resource management suggests
the best HR strategies to the employees, and these techniques must be embedded in the HR
procedures, recruitment & selection process, training & development, compensation management,
health & safety and wellbeing activities of the organization.
During the time spent human asset, the executives, the utilization of AI innovation can
bring more prominent monetary advantages. Improving the effectiveness of human asset the
executives through the utilization of AI innovation has become a significant pattern later on the
advancement of human asset the board. Be that as it may, in the exploration region of human asset
the executives, there is as yet an absence of a general AI application framework, combined with
the particular components of human asset the board, to dissect its particular application. Although,
in light of the six components of human asset, the board and the fundamental specialized uses of
AI (Stanley & Aggarwal, 2019). Therefore the study proposed the following question: To know
the impact of AI applications on human resource management functions.
The study was designed was developed as, next literature review, methodology, results &
discussion the paper terminated with the conclusion with future directions.
LITERATURE REVIEW
As a key business apparatus for some organizations, IT is on the plan of numerous
individuals, especially experts and scholastics. Today, it wins practically any significant business
movement in different organizations, for example, banking, online business, the travel industry,
and travel (Chakraborty et al., 2020). It is additionally the fate of such organizations since they
have tech-accommodating and tech-subordinate natures. In particular, considering e-HRM, it will
typically continue its advantages as to the administration of representatives over the long haul.
What is all the more convincing that there is an undertaking in progress at the universal level
targeting improving the qualities of IT with the assistance of AI or reciprocally intellectual
figuring. Shao (2015) states that different IT mammoths have procured around 140 innovative
firms in the field of AI since 2011. These business people are attempting to consolidate AI into
different PC frameworks to make consistent encounters on these frameworks' usage. There is an
overall origination that the term insight is generally credited to individuals. People compose PC
programs, do arithmetic, take part in rational thinking, get language, and drive vehicles that all
require insight. Artificial intelligence plans to empower machines to perform such exercises how
individuals do in such manner (Guo, 2011).
Be that as it may, to explain, the machines performing like individuals could be better
considered as far as the idea of emulating as (Davenport & Ronanki, 2018) contends, given the
way that individuals have not still completely decoded and comprehended the human knowledge
that AI mimics. Even though the term AI and its first practices go back to the 1950s, its noticeable
quality is such another obtaining this way. Especially, solid AI (opposite, powerless AI) intending
to copy the full scope of human psychological capacities has slowly heightened since the 1980s
and turned into an interdisciplinary examination that attempts to enlighten the human knowledge
puzzle, in this manner enhancing the advancement procedure with various outlooks. Of late,
striking improvements have made AI a possibility for turning out to be some portion of regular
daily existence and in this manner incited scientists to look at this marvel inside its complex angles
as to particular exploration fields. An ongoing activity called Society 5.0 was presented by the

554 1532-5806-23-5-221
Japanese Cabinet with the point of making a social change. This imaginative endeavor tries to
accomplish a significant level of connection between people and machines. It plans to associate
individuals, things, and frameworks on the internet where orders are recognized by sensors and
executed through AI. Not at all like the idea of industry 4.0 that we are just before, Society 5.0
isn't outlined by the assembling business, yet it infests public activity with the intermingling of AI,
the Internet of Things, expanded reality, and robots (Bhardwaj et al., 2020).
Overview of AI and Human Resource Management
Artificial Intelligence (AI) is an order that reviews PCs to re-enact certain points of view
and wise practices, (for example, learning process, thinking, thinking, arranging, and so on.). The
Massachusetts Institute of Technology (MIT) teacher called attention to that Artificial Intelligence
primarily concentrates how to utilize PCs to illuminate Artificial intelligence work. The idea of
Artificial Intelligence was first advanced abroad in 1956 and started to be considered. McCarthy
initially cited the term Artificial intelligence to make a hypothetical point of reference for the
advancement of Artificial Intelligence. During the 1990s, Kasparov fought with the "dark blue"
PC and "dark blue" won, which is a significant achievement in the advancement of AI (Vinichenko
et al., 2019). In 2006, Varian Hinton proposed the idea of profound learning, and Artificial
Intelligence has entered a phase of the fast turn of events. Artificial Intelligence covers numerous
orders, for example, arithmetic, the board, PC, phonetics, and so on, and has a solid breadth. With
the continuous advancement of innovation, artificial intelligence has made forward leaps in picture
acknowledgement, discourse acknowledgement and different fields (Jia et al., 2018). Albeit AI is
still in the continuous advancement stage, numerous organizations have understood the
improvement possibilities and application estimation of Artificial intelligence.
Artificial intelligence innovation can likewise help organizations of all sizes to accomplish
their improvement objectives. Artificial intelligence has a place with software engineering, yet it
isn't merely software engineering. It regularly incorporates human science, brain science,
arithmetic, and so forth, and even proficient hypothetical information and abilities in explicit
application fields, just as human experience collection in related fields (Abdeldayem & Aldulaimi,
2020). Starting here of view, Artificial intelligence has extensive extensiveness and multifaceted
nature in the hypothetical information level and won't have a place with a specific branch of
knowledge (Pillai & Sivathanu, 2020). Human asset the board principally composes and deals with
representatives' practices through arranging, association, control and different methods and
techniques, with a definitive objective of helping endeavours to accomplish most extreme
advantages (Wang & Yang, 2011).
The centre substance of conventional human asset the executives depends on the boost of
big business interests and the administration of workforce in the venture while overlooking the
improvement needs of abilities as people and the connection between the singular turn of events
and undertaking advancement. In the period of the internet, the human asset the board of present-
day endeavours should give more consideration to the advancement needs of gifts, from
concentrating on the executives to concentrating on individuals. Human asset the executives is of
extraordinary vital criticalness to the improvement of ventures. It is a significant piece of big
business vital asset the executives and is additionally a significant reason for endeavours to keep
up the sound turn of events. Consequently, logical techniques ought to be embraced to improve
the proficiency and level of the board and advance the solid and economic improvement of
ventures. In the time of the information economy, HR is the wellspring of information

555 1532-5806-23-5-221
advancement and improvement. To improve the accentuation on representative preparing,
endeavours need to put more cost in human asset the executives, to improve the nature of workers,
and simultaneously understand the maintainability of representative and venture advancement
(Wang & Lu, 2011).
The study after observation of the previous literature and identified that there are very fewer
studies taken place in this direction. Therefore, the present study to know the applications of
artificial intelligence in human resource management and the consideration of all possible areas.
METHODOLOGY
To meet the study aim, the study developed the following method to gather the proper
information to develop adequate information to present results & discussion.
The study literature was considered from the Scopus online database from January 1991 to
December 05, 2020. To get full information, the researcher incorporated steps to get into the right
information to draw results, discussion, and food for future research.
The study followed a systematic review process to identify relevant academic sources.
First, the search query includes words in the title or keywords using Scopus online database
(TITLE-ABS-KEY ("artificial intelligence") AND TITLE-ABS-KEY ("human resource
management")) and found the 680 articles which are covered by following disciplines Computer
Science, Engineering, Mathematics, Business, Management and Accounting, Decision Sciences,
Social Sciences, Economics, Econometrics and Finance, Physics and Astronomy, Medicine,
Environmental Science, Earth and Planetary Sciences, Energy, Materials Science, Chemical
Engineering, Health Professions, Agricultural and Biological Sciences, Arts and Humanities,
Psychology, Multidisciplinary, Biochemistry, Genetics and Molecular Biology, Chemistry and
Neuroscience and papers were published as a Conference Papers, Articles, Conference Reviews,
Reviews, Book Chapters, Editorials and the information shown in Table 1 and Table 2.
TABLE 1
SUBJECT-WISE DISTRIBUTION OF PAPERS
Subject Numbers of papers
Computer Science 493
Engineering 240
Mathematics 113
Business, Management and Accounting 94
Decision Sciences 78
Social Sciences 56
Economics, Econometrics and Finance 43
Physics and Astronomy 39
Medicine 23

556 1532-5806-23-5-221
Environmental Science 19
Earth and Planetary Sciences 15
Energy 14
Materials Science 12
Chemical Engineering 8
Health Professions 8
Agricultural and Biological Sciences 6
Arts and Humanities 6
Psychology 6
Multidisciplinary 3
Biochemistry, Genetics and Molecular Biology 2
Chemistry 2
Neuroscience 2
Total 630
Source: Scopus online database
TABLE 2
ARTICLES PUBLISHED PLATFORM
Subject Numbers of papers
Conference Paper 523
Article 142
Book Chapter 6
Conference Review 3
Review 3
Book 2
Editorial 1
Total 630
Source: Scopus online database

557 1532-5806-23-5-221
After reading of the abstracts, again the researcher scrutinizing in deep and removed the
articles, which are not relevant to the selected topic, again the research limited to the Business
Management & Accounting and Social Sciences by using following keywords or titles via search
query (TITLE-ABS-KEY ("artificial intelligence") AND TITLE-ABS-KEY ("human resource
management")) AND (LIMIT-TO (SUBJAREA, "BUSI")) here the researcher found 93
documents and extracted the abstract and title of the papers as a .csv file after careful study the
author found there are 23 are relevant. So, the study considers these as samples, these papers were
published as articles, conference papers, book chapter and conference review and the detail
information presented in Table 3 and Table 4.
TABLE 3
YEAR-WISE CITED ARTICLES
Year No of Articles
2020 12
2019 11
2018 6
2017 4
2016 2
2015 5
2014 2
2013 1
2012 0
2011 39
2010 2
2009 0
2008 3
2007 1
2006 0
2005 1
2004 0
2003 2

558 1532-5806-23-5-221
2002 1
2001 0
2000 0
1999 0
Total 93
Source: Scopus database
TABLE 4
ARTICLES PUBLISHED PLATFORM
Platforms No of Articles
Conference Paper 54
Article 33
Book Chapter 2
Conference Review 2
Review 2
Total 93
Source: Scopus database
As a final step, the researcher used selected papers for analysis, based on that, the present
study answered the research question through the results and discussion.
RESULTS AND DISCUSSION
AI Applications in Human Resource Management
Artificial Intelligence is a sort of machine capacity to impersonate human ability for
solving problems, learning, critical thinking, and perceptual skills. Artificial Intelligence has a
significant impact on human resources. The present study explained Artificial intelligence impact
on human resource management, especially discussed in nine functional areas.
Talent Human Resources Planning
Talent resources management exercises of endeavors can be more forward-looking and
driving through Talent human resources management, and the best designation of HR and different
assets can be figured it out. Artificial Intelligence has constructed a decent advanced framework
for Talent human resources management planning (Boon et al., 2019). The human asset arranging
needs to make the interest and gracefully estimate, make the arrangement to adjust the flexibly and
request, as per the model. The calculation can improve the exactness of the arrangement, guarantee

559 1532-5806-23-5-221
that a wide range of occupations in the undertaking can get the perfect individuals at the correct
time, including the amount, quality, progression and structure of HR, the powerful
acknowledgment of their latent capacity, and explicit projects dependent on anticipated outcomes,
including employee recruitment and staffing, benefits of the employees, compensation
management, employee labour relation, employee compliance, organization structure, human
resource information system and payroll management and training & development.
Recruiting and Staffing Employees
The impact of Artificial Intelligence has been found in the field of enlistment, where a
specific period of the enrolment venture advanced by artificial Intelligence is video meets, the
utilization of talk robots (Nawaz, 2019b) to convey customized encounters on the web and to
streamline some portion of the enlistment cycle. Recruiting groups are overburdened with
managerial assignments, for example, screening resumes and directing introductory meeting
screens and communicating through chatbots (Nawaz & Gomes, 2019). Be that as it may, as
associations receive AI-based devices, for example, text-based meeting and mechanized arranging
arrangements, these repetitive administration assignments will be killed, making scouts time more
key and concentrated on commitment, to meeting and enlist reasonable ability. Artificial
Intelligence and apply autonomy have opened up energizing new capacities for HR. Present
programming currently perceives human gender classification like male & female, face
recognition (Nawaz, 2020), voice & biometric, recognizable proof, picture acknowledgement,
tuning in to sounds and feelings, and unravelling video conference to know the qualification
profile, communication & cognitive skills. AI-based algorithms choose right candidate, provide
career options and present the whole picture of skills to enhance various skills such as leadership,
psychological & emotional intelligence.
Employee Benefits
Employee benefits should cover the following services such as medical, retirement
coverage, services of medical with flexible plans, family leave facilities, family allowances and
other related services, which are empowered by the laws &employers. The best talent will get
attract with a lucrative package of the employers, and this will lead the organization into a
competitive edge.
Employee Compensation
In the human resource performance-based payroll, bonuses paid always will be very
beneficial and highly motivated to the employees, even if the payment will be given on hour’s
basis, vacation payment, and sick payments.
Human resource should have a competitive wage for all the position in the organization,
those who are giving the best contribution and reaching their competitive edge. The organizations
have to provide compensation based on the competitive manner with proper salary structure as per
the organizational structure and hierarchy.
Employee and Labor Relations

560 1532-5806-23-5-221
Human resource needs to adhere to the procedure facts of their employees and their unions.
The employers have to understand collective bargaining techniques.
The HR professional have to act smart in the collective bargaining of the compensation
negotiate details, what are the expectations of the employers and employees in terms of
compensation and benefits, they have to play neutral and adhere the federal/local laws. The HR
needs to discuss their points on the table while discussing the concern of the employees before the
employee unions, and facts will resolve the issues of both side (employee vs employers).
At the time of hiring process, the human resource professional need to explain the code of
the conduct and make sure that employee understands the clear about the procedures, policies of
the organizations, The HR need to mention about the emotional behavior within the organization,
discipline procedure and handover the handbook of the employee and by explaining the breaking
rules consequences and their zero-tolerance policy.
Human Resources Compliance
The government laws will present the working hours of the employee, the procedure of the
recruitment as per the job description, employee termination, discrimination protection based the
colour, age, sex. Moreover, employers have to respond and work as per the guidelines of the federal
government. For example, if the employee affected with health issues/got injured on the job, labour
guidelines of the federal government should have to incorporate in the employee handbook.
Moreover, employers have to consider their local governance.
Organizational Structure
The design of the organizational structure responsibility is on the management team, along
with human resource management. The HR has to assist the preparing of the business plans,
missions & visions of the organization, have to prepare the conceptual based organizational
structure to chart the flow of responsibilities and their job description. HR management can be
suggested for the employee retention, turnover, employee career ladder and structure that will
enrich the motivation of the existing of the employees. Moreover, human resource has to facilitate
the multiple training programs to the employees, which will help other departments and overlap
skills inventory.
Human Resources Information and Payroll
Human resource information and payroll function are accountable for maintaining the track
of the entire information of the working environment of the organization (Liu & Wang, 2011;
Baldegger et al., 2017). The system has to allow the feedback from the employees on their
individual place environment so that will provide to know the requirements of the clients and the
same services will facilitate by the employees. The employee working conditions always
empowered the organizational reputation, and human resource professionals have to update their
systems to obtain effective productivity of the employees. Besides, the management has to provide
an adequate budget for the update for the benefit of the organization.
Employee Training and Development

561 1532-5806-23-5-221
Before training, artificial intelligence can discover the inadequacies of HR in enterprises
and need to take focused on measures as far as abilities, that is, to examine the HR preparing
necessities of undertakings through artificial intelligence. In preparing, utilizing artificial
intelligence is to successfully dissect the lack and bit of leeway of representatives, to assume the
job of preparing, to improve the preparation impact, to build up a powerful preparing educational
plan framework, the conventional preparing strategies can't meet the preparation needs
progressively, the substitution of human costs, Artificial knowledge applies its insight. It has
higher proficiency, after completion of training impact can be assessed by artificial intelligence
(Nawaz, 2019a).
Another aspect is that collaboration in HR create professional development programs help
the employee succeed in their respective job, even though, they have opportunity to monitor each
program, by having the feedback from line managers, the following programs are will be useful
Diversity and inclusion, business communication and training on customer service.
CONCLUSION
The industry moves beyond the expectations with the help of technology to meet the
requirement of the customers. Therefore, all the industries are using advance technologies to meet
the needs, to reach the need of the customers, organizations need talented human resources along
the with technology (Oswald et al., 2020).
The study is discussed the nine key areas of human resource management, how these
functional areas have been changed their activities after the introduction of AI. In the concern of
the talent human resource planning describing about the AI into employee benefits, employee
recruitment & staff, compliance, organizational structure, human resource information system and
other areas of the human resource management, in the recruitment and staff process provide the
effectiveness and efficient in selecting talent people, employee benefits will display all the medical
facilities and other benefits, which are providing by the organization, in the function of employee
compensation will provide all information about the payroll structure of the employee, employee
& labour relations will helpful in to show the laws and it will enrich the ethical activities of
employee, human resource compliance represent the law characterized towards the employee and
employers, organizational structure how it will enlighten the process of the hierarchy, in the other
area of human resource information and payroll, all the information as a input and make process
and facilitated with desired reports, every organization main concern on employee training and
development, to make track needs of the employee, make structural map of programs,
opportunities in training and development.
LIMITATION AND FUTURE RESEARCH DIRECTION
Every study has a limitation, and the present study discussed nine functional areas of HR.
The study can be extended by taking other functional areas of HR such as employee retention,
turnover, and employee promotion, RFID in employee attendance/activities within the
organization & outside. Moreover, to maintain protein folder, health bulletin of the employee, to
overcome future pandemics.
REFERENCES
Abdeldayem, M. M., & Aldulaimi, S. H. (2020). Trends and opportunities of artificial intelligence in human resource

562 1532-5806-23-5-221
management: Aspirations for public sector in Bahrain. International Journal of Scientific and Technology
Research, 9(1), 3867-3871.
Baldegger, R., Caon, M., Sadiku, K., Ransbotham, S., Gerbert, P., Reeves, M., Spira, M. (2017). Introduction and
Background/Context Correlation between Entrepreneurial Orientation and Implementation of AI in Human
Resource Management (HRM). 10(4), 72–79.
Bhardwaj, G., Singh, S. V., & Kumar, V. (2020). An empirical study of artificial intelligence and its impact on human
resource functions. Proceedings of International Conference on Computation, Automation and Knowledge
Management, ICCAKM 2020, 47-51.
Boon, C., Den Hartog, D. N., & Lepak, D. P. (2019). A Systematic Review of Human Resource Management Systems
and Their Measurement. Journal of Management, 45(6), 2498-2537.
Chakraborty, S., Giri, A., Aich, A., & Biswas, S. (2020). Evaluating influence of artificial intelligence on human
resource management using PLS-SEM (Partial least squares-structural equation modeling). International
Journal of Scientific and Technology Research, 9(3), 5876-5880.
Davenport, T. H., & Ronanki, R. (2018). Artificial intelligence for the real world. Harvard Business Review, January-
February(3), 1-10.
Guo, J. (2011). A research of problems and countermeasures of human resource management in the assets
rearrangement process of state-owned enterprises-The case of Chongqing Hualong Special Steel Co., Ltd. 2011
2nd International Conference on Artificial Intelligence, Management Science and Electronic Commerce,
AIMSEC 2011 - Proceedings, 1848-1852.
Jia, Q., Guo, Y., Li, R., Li, Y., & Chen, Y. (2018). A Conceptual Artificial Intelligence Application Framework in
Human Resource Management. 8th International Conference on Electronic Business, 106-114.
Li, Q. (2011). The combination of Human Resource Management and Knowledge Management in e-commerce
environment. 2011 2nd International Conference on Artificial Intelligence, Management Science and Electronic
Commerce, AIMSEC 2011 - Proceedings, 6432-6435.
Liu, Y., & Wang, D. (2011). On business intelligence information technology for Human Resource Management
Workflow Systems. 2011 2nd International Conference on Artificial Intelligence, Management Science and
Electronic Commerce, AIMSEC 2011 - Proceedings, 1252-1254.
Ma, P., & Wang, Z. (2011). A Study on Enterprise Environmental Management from the Perspective of Human
Resource Management. IEEE Access, 2748-2751.
Nawaz, N. (2019a). Artificial intelligence is transforming recruitment effectiveness in CMMI level companies.
International Journal of Advanced Trends in Computer Science and Engineering, 8(6), 3017-3021.
Nawaz, N. (2019b). Robotic process automation for recruitment process. International Journal of Advanced Research
in Engineering and Technology, 10(2), 608-611.
Nawaz, N. (2020). Artificial intelligence applications for face recognition in recruitment process. Journal of
management Information and Decision Sciences, 23(S1), 499-509.
Nawaz, N., & Gomes, A. M. (2019). Artificial intelligence chatbots are new recruiters. International Journal of
Advanced Computer Science and Applications, 10(9), 1-5.
Oswald, F. L., Behrend, T. S., Putka, D. J., & Sinar, E. (2020). Big Data in Industrial-Organizational Psychology and
Human Resource Management: Forward Progress for Organizational Research and Practice. Annual Review of
Organizational Psychology and Organizational Behavior, 7, 505-533.
Pillai, R., & Sivathanu, B. (2020). Adoption of artificial intelligence (AI) for talent acquisition in IT/ITeS
organizations. Benchmarking, 27(9), 2599-2629.
Shanmugam, S., & Garg, L. (2015). Model employee appraisal system with artificial intelligence capabilities. Journal
of Cases on Information Technology, 17(3), 30-40.
Shao, X. (2015). The Human Resource Outsourcing Decision Analysis of the Enterprise. International Conference on
Economy, Management and Education Technology, (Icemet), 179-183.
Stanley, D. S., & Aggarwal, V. (2019). Impact of disruptive technology on human resource management practices.
International Journal of Business Continuity and Risk Management, 9(4), 350-361.
Upadhyay, A. K., & Khandelwal, K. (2018). Applying artificial intelligence: implications for recruitment. Strategic
HR Review, 17(5), 255-258.
Vinichenko, M. V., Rybakova, M. V., Сhulanova, O. L., Kuznetsova, I. V., Makushkin, S. A., & Lobacheva, A. S.
(2019). Using natural and artificial intelligence in the talent management system. International Journal of
Recent Technology and Engineering, 8(3), 7417-7423.
Wang, X., & Lu, B. (2011). Fuzzy comprehensive evaluation of human resource management on SMEs performances.
2011 2nd International Conference on Artificial Intelligence, Management Science and Electronic Commerce,

563 1532-5806-23-5-221
AIMSEC 2011-Proceedings, 3046-3049.
Wang, Y., & Yang, S. (2011). Competency model based on large aircraft designer human resource management. 2011
2nd International Conference on Artificial Intelligence, Management Science and Electronic Commerce,
AIMSEC 2011 - Proceedings, 1(4), 1998-2000.

Reproduced with permission of copyright owner. Further reproduction
prohibited without permission.

EXPLORING_ARTIFICIAL_INTELLIGE. related to Ai

More Related Content

Similar to EXPLORING_ARTIFICIAL_INTELLIGE. related to Ai (20)

More from Mamta Karanji (7)

Recently uploaded (20)

EXPLORING_ARTIFICIAL_INTELLIGE. related to Ai