Shaping the Future of HR: Understanding Perceptions and Attitudes Towards AI Integration
Kaufmann, Tiia (2024)
2024
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2024050810339
https://urn.fi/URN:NBN:fi:amk-2024050810339
Tiivistelmä
In human resource management, the integration of artificial intelligence is fast becoming a defining feature of the future. The advance of technology, coupled with the pressing need for efficiency and precision, has brought in a new era for HR professionals. This thesis aims to discover the perceptions and attitudes of HR professionals regarding the integration of AI in HR. It also explores how these perceptions and attitudes shape the adoption and perceived effectiveness of AI technologies in the HR sector, how much HR professionals trust AI to preform work tasks and whether age influences the willingness to integrate AI and trust it to perform work tasks.
The theoretical framework introduces the Technology Acceptance Model, to understand why HR professionals may or may not want to use AI. It looks at what kind of effect age can have on technology acceptance as well as if it can be considered possible to trust AI in its current state. It concludes by looking at data that has been collected and analysed by companies previously to offer insight into how AI is currently being perceived and integrated in different areas of HR.
The main source of data collection was conducted by an anonymous survey that was open from November 15 2023 to December 15 2023. The survey was created using mixed methods as well as utilising a version of The Technology Acceptance Model within the survey to help assess HR professionals perceived usefulness and ease of use of AI. A weblink to the survey was sent to HR professionals from all around the globe between the ages of 18 to 64.
The data revealed that HR professionals currently exhibit a cautious willingness towards integrating AI in their work tasks and were ultimately able to recognise its power to transform mundane tasks and enhance strategic roles. The data showed was correlation between how useful they perceived it to be and how often they use AI in their work, with r=0.458 and p=0.032. Perceived usefulness and trust also were found to have correlation of r=0.446 with p=0.037. Perceived ease of use and trust had a correlation of r=0.474 with p=0.026. Meaning the more they perceived AI to be useful and easy to use the more they trusted AI in their work processes. Additionally, insights highlighted that privacy, trust, and ethical practice are the main concerns.
The theoretical framework introduces the Technology Acceptance Model, to understand why HR professionals may or may not want to use AI. It looks at what kind of effect age can have on technology acceptance as well as if it can be considered possible to trust AI in its current state. It concludes by looking at data that has been collected and analysed by companies previously to offer insight into how AI is currently being perceived and integrated in different areas of HR.
The main source of data collection was conducted by an anonymous survey that was open from November 15 2023 to December 15 2023. The survey was created using mixed methods as well as utilising a version of The Technology Acceptance Model within the survey to help assess HR professionals perceived usefulness and ease of use of AI. A weblink to the survey was sent to HR professionals from all around the globe between the ages of 18 to 64.
The data revealed that HR professionals currently exhibit a cautious willingness towards integrating AI in their work tasks and were ultimately able to recognise its power to transform mundane tasks and enhance strategic roles. The data showed was correlation between how useful they perceived it to be and how often they use AI in their work, with r=0.458 and p=0.032. Perceived usefulness and trust also were found to have correlation of r=0.446 with p=0.037. Perceived ease of use and trust had a correlation of r=0.474 with p=0.026. Meaning the more they perceived AI to be useful and easy to use the more they trusted AI in their work processes. Additionally, insights highlighted that privacy, trust, and ethical practice are the main concerns.