مدیریت هوشمند سرمایه انسانی

مدیریت هوشمند سرمایه انسانی

از کانون‌های ارزیابی سنتی تا کانون‌های ارزیابی هوشمند: ارائه چارچوبی انسان‌ محور در چرخه برای پشتیبانی تصمیم‌گیری مبتنی بر هوش مصنوعی در ارزیابی استعداد

نوع مقاله : مقاله پژوهشی

نویسندگان
1 استاد، دانشکده مدیریت و حسابداری گروه مدیریت دولتی دانشگاه علامه طباطبایی (ره)، تهران، ایران.
2 دانشجوی دکتری مدیریت منابع انسانی، دانشکده مدیریت و حسابداری، دانشگاه علامه طباطبائی، تهران.
چکیده
تحول دیجیتال و گسترش هوش مصنوعی در مدیریت منابع انسانی، موجب بازاندیشی در طراحی کانون‌های ارزیابی و گذار تدریجی آن‌ها به سوی کانون‌های ارزیابی هوشمند شده است. هدف پژوهش، تبیین فرایند این تحول و استخراج چارچوب مفهومی برای دگرگونی کانون‌های ارزیابی در چارچوب مدیریت منابع انسانی معاصر است. پژوهش حاضر با رویکرد کیفی و اکتشافی، با استفاده از تحلیل محتوا انجام شده است. داده‌ها از ۴۲ منبع علمی معتبر که در فاصله زمانی ۲۰۲۰ تا ۲۰۲۵ منتشر شده‌اند، گردآوری شده است. این منابع از پایگاه‌های علمی Wiley و Taylor & Francis انتخاب و بر اساس معیارهای مرتبط با تحول دیجیتال و مدیریت منابع انسانی بررسی شدند. تحلیل داده‌ها در سه سطح کدگذاری باز، محوری و انتخابی صورت گرفته است. دقت علمی و اعتمادپذیری یافته‌ها بر اساس معیارهای لینکلن و گوبا (۱۹۸۵) تضمین گردید.
یافته‌ها نشان می‌دهد که تکامل کانون‌های ارزیابی در سه موج قابل تبیین است: موج نخست، دیجیتالی‌سازی ابزارها؛ موج دوم، هوشمندسازی تقویتی با حضور انسان در حلقه تصمیم؛ و موج سوم، شکل‌گیری اکوسیستم‌های مبتنی بر مدل‌های مولد و شبیه‌سازی‌های تعاملی. اگرچه کانون‌های هوشمند موجب ارتقای کارایی و غنای شواهد رفتاری می‌شوند، اما چالش‌های جدی در حوزه‌های روایی، عدالت، تبیین‌پذیری و انطباق حقوقی ایجاد می‌کنند. در نهایت، سنتز یافته‌های پژوهش تبیین می‌کند که کانون‌های ارزیابی هوشمند فراتر از یک ابزار فنی، در واقع سامانه‌هایی «اجتماعیفناورانه» هستند که در آن‌ها فناوری نقش مقوم قضاوت حرفه‌ای انسان را ایفا می‌کند. بر این اساس، آینده این حوزه نه در خودکارسازی محض، بلکه در گرو هوشمندسازی مسئولانه، اخلاق‌مدار و انسان‌محور نهفته است.
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