Development of Framework for ACI-Powered Human Resource Recruitment Assistant

The landscape of human resource management within large enterprises necessitates efficient and unbiased recruitment practices to ensure organisational effectiveness and foster diversity(Ayoko&Fujimoto,2023).Traditional hiring processes often create biases,which cause additional challenges in achieving proper objectives(Bogen,2021).According to Workable(workable.com),the average time to fill a job requisition is 41 days(Howden,2023).This paper proposes a framework for the development and implementation of an Artificially Capable Intelligent(ACI)-powered Human Resource(HR)Assistant for large enterprises(possibly more than 300 employees)to eliminate these unnecessary challenges caused by biases in hiring practices,therefore directly addressing fair and just participation in society and the world of work.The framework integrates ACI technologies,particularly candidate identification,to revolutionise HR practices.By leveraging ACI algorithms,the proposed hyper-realistic assistant aims to revolutionise the recruitment process.It will significantly reduce the average time to fill job requisitions.Moreover,the ACI-powered system is designed to mitigate biases inherent in traditional hiring practices,thus fostering a fair and inclusive environment for all candidates in the shortest possible time frame.This paper includes the key components and working processes of the ACI-powered HR Assistant framework.Through a comprehensive theoretical analysis,the paper investigates the system’s working process and how the framework aligns with the goal of promoting a fair and participatory environment in the world of work.Ultimately,the proposed framework represents a main step towards enhancing organisational effectiveness,fostering diversity,and advancing equitable recruitment practices in the futuristic workplace.

The Formation Mechanism of an Enterprise’s Digital Intelligence Transformation Capability:A Case Study on“Knowledge-Action Oneness”in Haier

The rapid development of big data,artificial intelligence(AI),and blockchain technology makes the digital intelligence transformation of an enterprise possible.Based on the case study of Haier Group,this paper attempts to address the rationales behind building up the capability of digital intelligence transformation of enterprises by means of the traditional Chinese idiom,“knowledge-action oneness.”The result indicates that the learning process is an important factor for an enterprise to form its digital intelligence transformation capability.It is a process of mutual coupling between digital knowledge and digital actions.As a result of such a unity,different learning subjects form their corresponding digital intelligence transformation capability through their own learning process of mutual coupling of knowledge and action:Leaders form digital strategic capabilities through the mutual coupling of strategic knowledge and actions;employees form digital absorption capabilities through the mutual coupling of scenario-based knowledge and actions;teams form digital integration capabilities through the mutual coupling of integrated knowledge and actions;and the whole organization forms digital,eco-systemic capabilities through the mutual coupling of institutionalized knowledge and autonomous actions.Such a multi-level digital intelligence transformation system requires efforts from everyone in the enterprise.