Human Resource Analytics in the Era of Artificial Intelligence: Leveraging Knowledge towards Organizational Success in Pakistan

Muhammad Haroon Rasheed; Jamshed Khalid; Aasir Ali; Muhammad Shahid Rasheed; Kamran Ali

doi:10.47297/wspchrmWSP2040-800501.20241503

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Human Resource Analytics in the Era of Artificial Intelligence: Leveraging Knowledge towards Organizational Success in Pakistan

15卷第3期

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Human Resource Analytics in the Era of Artificial Intelligence: Leveraging Knowledge towards Organizational Success in Pakistan
Human Resource Analytics in the Era of Artificial Intelligence: Leveraging Knowledge towards Organizational Success in Pakistan
1.College of Economics & Management, Nanjing University of Aeronautics & Astronautics
2.Malik Firoz Khan Noon Business School, University of Sargodha
3.Department of Commerce, Gujranwala Campus, University of the Punjab
2024年15卷第3期页码：3-20
纸质出版日期： 2024-05-20 ，
DOI：10.47297/wspchrmWSP2040-800501.20241503
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(2024). Human Resource Analytics in the Era of Artificial Intelligence: Leveraging Knowledge towards Organizational Success in Pakistan. 华夏人力资源管理学报, 15(3), 3-20.

Rasheed, M. H., Khalid, J., Ali, A., Rasheed, M. S., & Ali, K. (2024). Human resource analytics in the era of artificial intelligence: Leveraging knowledge towards organizational success in Pakistan[J]. Journal of Chinese Human Resources Management, 15(03):3-20.
(2024). Human Resource Analytics in the Era of Artificial Intelligence: Leveraging Knowledge towards Organizational Success in Pakistan. 华夏人力资源管理学报, 15(3), 3-20. DOI： 10.47297/wspchrmWSP2040-800501.20241503.

Rasheed, M. H., Khalid, J., Ali, A., Rasheed, M. S., & Ali, K. (2024). Human resource analytics in the era of artificial intelligence: Leveraging knowledge towards organizational success in Pakistan[J]. Journal of Chinese Human Resources Management, 15(03):3-20. DOI： 10.47297/wspchrmWSP2040-800501.20241503.

摘要

Abstract

Given the sudden rise of artificial intelligence and declining standardization

the study focuses on the link between contextualized workplace coordination and administrative performance by preserving knowledge and utilizing generative AI models. The study employed a survey questionnaire design to collect data from project employees working at software houses in Islamabad. Hypothesis testing is done by utilizing partial least square regression through SMART-PLS. The findings indicate that the mandatory implicit and explicit coordination practices through accountability at organizational levels lead to increased knowledge sharing and administrative performance in Pakistan. The study concluded that knowledge-sharing acts as a mediator

hence implicit and explicit knowledge coordination is only fruitful in the occurrence of effective knowledge-sharing systems in the organization. The infusion of generative AI models by organizational employees is found to act as a moderator. It has significant potential to reduce the drawbacks associated with a lack of knowledge-sharing systems. Aside from being a pioneer study in this contextualized setting of HR analytics

these findings also have practical significance for HR managers

employees

and other stakeholders. The findings can be utilized to better ensure effectiveness and efficiency in organizational settings while managers can overcome any shortcomings in the system through the infusion of artificial intelligence in their HR analytics practices.

关键词

Keywords

Workplace coordinationKnowledge sharingOrganizational performanceArtificial intelligence

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