AI 中文总结
研究探讨人工智能在人才管理中的应用，介绍预测分析等工具可助组织确定员工离职可能，制定个性化学习计划，阐述其对人才保留等方面的影响，讨论伦理问题，基于文献综述提出框架助力组织借助人工智能改进人才管理。
AI 中文摘要
人工智能融入人才管理改变了组织设计人才保留、员工敬业度及未来战略的方式。预测模型、情感分析和个性化职业规划等新工具提供了更好解决保留问题、员工敬业度及可持续性的方法。通过预测分析，组织能确定员工离职可能性等，还能借助人工智能制定个性化学习计划。本文阐述人工智能如何影响保留过程及降低流失率等，讨论了算法隐私和公平等伦理问题，基于文献综述提出框架助组织借助人工智能改进人才管理实践以支持长期可持续增长。
英文摘要
The integration of AI in Talent Management is a change in the way that organizations are designing their strategies for Talent Retention (TR), engagement, and future strategy. New and innovative tools such as predictive models, sentiment analysis, and personalized career planning have come up, and they offer better ways of addressing retention issues, workforce engagement, and, in general, sustainability. Through the application of predictive analytics, organizations can determine employees' likelihood of leaving the organization, who is likely to leave, and when to act, thus minimizing the costs and time associated with the recruitment process and improving performance. Furthermore, AI solutions help the development of individualized learning plans that help to define employees' professional goals and link them with the organization's strategy to encourage the employees' continuous growth. This paper explained how AI is impacting the retention process and how it can be used to decrease attrition rates, create a loyal workforce, and promote sustainable management of human and other resources. Furthermore, the author discusses the ethical issues, such as privacy and fairness of algorithms, that are involved in the implementation of AI systems. Thus, the above challenges can be solved by developing a sustainable and inclusive ecosystem that can help in the development of the future workforce. Based on a systematic review of literature, the study presents a framework that can help organizations improve their talent management practices with the help of AI to support long-term sustainable growth. It can be used to help industry professionals and decision-makers understand the new technological shifts that are occurring.
Comments8 pages, 3 figures, 2 tables
