{"id":680,"date":"2021-07-29T18:51:22","date_gmt":"2021-07-29T18:51:22","guid":{"rendered":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/?p=680"},"modified":"2021-07-29T18:51:22","modified_gmt":"2021-07-29T18:51:22","slug":"discussion-questions-week-of-7-26-2","status":"publish","type":"post","link":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/2021\/07\/29\/discussion-questions-week-of-7-26-2\/","title":{"rendered":"Discussion Questions Week of 7\/26"},"content":{"rendered":"\n

Response to #1<\/strong><\/p>\n\n\n\n

In \u201cApplying artificial intelligence: implications for recruitment,\u201d Ashwani Kumar Upadhyay and Komal Khandelwal provide an overview of the ways artificial intelligence (AI) is being used in the hiring process and discuss the advantages for firms as well as job candidates. The authors are associate professors in strategic management at universities in India and have recently co-authored a book, AI Revolution in HRM: The New Scorecard<\/em>, which provides an in-depth look at this rapidly evolving field. In their article, they highlight the many advantages of AI for HR, including helping recruiters process enormous volumes of data, screening social media to make sure a candidate\u2019s values align with the organization, and matching personality types to certain positions. AI saves time on routine processes and allows HR staff to focus on high value work. The authors are clear that AI is good at identifying talent but many activities such as rapport-building and salary negotiation still need to be done by humans. The authors also highlight benefits for candidates, such as quicker rejections so job hunters can move on and functions that can direct candidates to other positions that might be a better fit. The authors also point out that AI can be intelligently programmed to avoid unconscious bias, and that AI technology, like other technologies, will get better over time.<\/p>\n\n\n\n

This article will be useful to my project because it concisely describes the allure of AI for HR in practical terms. I am building a case to support the idea of slowing down AI implementation in HR and imposing legal restrictions because diversity and inclusion efforts will be harmed, so I need a source or two that advocate for the implementation of AI and that discuss the benefits. Human resource departments are overwhelmed with data to review, candidates to screen, and endless routine interactions and tasks. In some ways, firms are racing against each other to find the right employees, so the firms with the better technology and faster processes may win. This does not mean that AI is or will be perfect in the near term, especially when it comes to issues like diversity and inclusion. However, the authors make a solid argument for implementing these systems and express optimism about the future. In this way, they provide a good counterpoint to my argument.<\/p>\n\n\n\n

Upadhyay, A. K., & Khandelwal, K. (2018). Applying artificial intelligence: implications for recruitment<\/em>. Strategic HR Review, Vol. 17, No. 5: 255-258. DOI:10.1108\/SHR-07-2018-0051. https:\/\/www-proquest-com.libezproxy2.syr.edu\/docview\/2133758924?pq-origsite=summon&accountid=14214<\/a>.<\/p>\n\n\n\n

Response to #3<\/strong><\/p>\n\n\n\n

The readers who responded to Katharine Schwab\u2019s article on open offices understandably have a right to feel offended when a coworker harasses them, even in a subtle way. Many of the situations the women described sounded not only uncomfortable but creepy, and I can see why many of them wanted to leave their jobs. But when looking for the real causes of the problem, I think it\u2019s important to separate the environment (which doesn\u2019t have a mind of its own and doesn\u2019t act) from the people in the environment (who do). In other words, I don\u2019t think the environment creates the organizational culture, the people do and if you want to change the culture you have to work on the people.<\/p>\n\n\n\n

It saddened me to read that many of the women made changes to their appearance and behavior. In a world that is increasingly aware of sexism and sexual harassment because of movements like \u201cMe Too,\u201d I think an open office might be the perfect environment to bring a subject like sexism in the workplace out in the open. With everything literally out in the open, what is holding companies back from educating all employees about the negative impact of sexism? Policies can be set and explained to curb behavior that makes people uncomfortable and to encourage more people to report sexist behavior when they see it happening. Extending this idea further, I would say that women do not have to fight this battle alone. There are many men who are willing to fight it with them, and men who aren\u2019t doing enough can be encouraged to do more. \u201cHow Men Can Confront Other Men About Sexist Behavior<\/a>\u201d by W. Brad Johnson and David G. Smith shows them how they can get started. <\/p>\n","protected":false},"excerpt":{"rendered":"

Response to #1 In \u201cApplying artificial intelligence: implications for recruitment,\u201d Ashwani Kumar Upadhyay and Komal Khandelwal provide an overview of the ways artificial intelligence (AI) is being used in the hiring process and discuss the advantages for firms as well as job candidates. The authors are associate professors in strategic management at universities in India … Continue reading “Discussion Questions Week of 7\/26”<\/span><\/a><\/p>\n","protected":false},"author":173,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[2],"tags":[24,58,70],"_links":{"self":[{"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/posts\/680"}],"collection":[{"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/users\/173"}],"replies":[{"embeddable":true,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/comments?post=680"}],"version-history":[{"count":1,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/posts\/680\/revisions"}],"predecessor-version":[{"id":681,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/posts\/680\/revisions\/681"}],"wp:attachment":[{"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/media?parent=680"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/categories?post=680"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/ksoakes.expressions.syr.edu\/wrt205summer2021\/wp-json\/wp\/v2\/tags?post=680"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}