发表机构
HTW Berlin University of Applied Sciences（柏林应用技术大学）
机构由 AI 辅助整理，请以论文原文为准。AI 中文总结
研究德国公司中人工智能在人力资源管理的整合，通过多种方式探讨其应用，发现能增强分析能力，受多种因素影响，有战略潜力但也面临数据治理等挑战，有助于理解技术变革在人力资源管理中的作用。
AI 中文摘要
本研究考察了人工智能在德国公司人力资源管理中的整合情况。我们探讨基于人工智能的技术是否以及如何“增强”人力资源管理。组织采用生成式人工智能或预测分析来转变传统人力资源职能，简化日常任务，并将资源重新分配到以战略、以人为本的活动中。我们通过访谈、小组讨论和一项调查（N = 410）发现，虽然人工智能工具增强了人力资源分析能力，但其采用主要服务于效率和合理化目标。人工智能工具的引入受到数字基础设施、共同决定框架和伦理影响等组织变革因素的影响。该研究既突出了改善人才发展的战略潜力，也强调了数据治理和算法透明度带来的挑战。总体而言，这项工作有助于理解技术变革在人力资源管理中的模糊作用，它有望增强预测能力，但服务于效率和合理化目的。
英文摘要
This study examines the integration of AI into Human Resource Management in German companies. We ask if and how AI-based technologies are \enquote{augmenting} human resource management. Organisations employ generative AI or predictive analytics to transform traditional human resource functions, to streamline routine tasks and to reallocate resources toward strategic, people-centred activities. Our findings from interviews and group discussions and a survey (N=410) reveal that while AI tools enhance HR analytics capabilities, their adoption mainly serves efficiency and rationalising goals. The introduction of AI tools is shaped by organisational transformation factors such as digital infrastructure, co-determination frameworks, and ethical implications. The research highlights both the strategic potential for improved talent development and the challenges posed by data governance and algorithmic transparency. Overall, this work contributes to understanding the ambiguous role of technological change in HR, which promises to augment predictive capabilities yet serves the ends of efficiency and rationalisation.
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