Vpliv predsodkov in stereotipov pri kadrovanju

Vrhovšek, Aneja

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Title:	Vpliv predsodkov in stereotipov pri kadrovanju
Authors:	ID Vrhovšek, Aneja (Author) ID Šarotar Žižek, Simona (Mentor) More about this mentor...
Files:	UN_Vrhovsek_Aneja_2024.pdf (1014,17 KB) MD5: C32179653E5E1283FBB8DC2F94B5CEE9
Language:	Slovenian
Work type:	Bachelor thesis/paper
Typology:	2.11 - Undergraduate Thesis
Organization:	EPF - Faculty of Business and Economics
Abstract:	Zaposleni so največje bogastvo vsake organizacije, kar postaja še bolj očitno v današnjem dinamičnem, nepredvidljivem in turbulentnem poslovnem okolju. S tem namenom smo raziskali proces kadrovanja, katerega jedro predstavljata zaposlovanje in selekcijski proces. Zaposlovanje opredeljujemo kot postopek iskanja virov zaposlenih za zadostitev potreb po kadrih, načrtovanje ter izvajanje učinkovitih ukrepov za privabljanje ustreznega števila kandidatov. Selekcijski postopek pa vključuje preverjanje in ocenjevanje kandidatov z namenom izbire tistih, ki so najbolj primerni za razpisana delovna mesta v organizaciji. S pojavom umetne inteligence se je postopek kadrovanja bistveno spremenil, zlasti v segmentih zaposlovanja in selekcije. Pri kadrovskem postopku lahko sodelujoči zaposleni nehote storijo krivico zaradi vnaprej oblikovanih predsodkov in stereotipov, kar lahko privede do zavrnitve zelo dobrega kandidata zaradi (ne)zavedne pristranskosti. V okviru raziskave smo analizirali postopek kadrovanja v izbrani organizaciji X. Kljub ročnemu vodenju postopka kadrovski sodelavci dosledno in skrbno pregledujejo ter izbirajo kandidate, pri čemer posebno pozornost namenjajo preprečevanju (nezavedne) pristranskosti. Ugotovili smo, da čeprav se postopek vodi vestno in pravično, obstajajo možnosti za izboljšave. S tem namenom smo razvili prenovljen celovit model kadrovanja, ki v zaposlovanje in selekcijski postopek vključuje napredna orodja umetne inteligence. Ta orodja omogočajo učinkovitejše pregledovanje in izločanje neustreznih kandidatov, kar bo organizaciji prihranilo znatno količino časa. Poleg tega smo s pomočjo orodij umetne inteligence oblikovali normirane teste, ki jih bo organizacija uporabljala pri zaposlovanju za specifična delovna mesta. Umetna inteligenca bo prav tako podpirala proces uvajanja novozaposlenih, saj bo omogočala natančno spremljanje in merjenje njihove uspešnosti ter napredka. Ta pristop zagotavlja bolj objektivno ocenjevanje kandidatov, zmanjšuje vpliv nezavednih predsodkov in stereotipov ter posledično povečuje pravičnost in učinkovitost celotnega kadrovskega procesa.
Keywords:	management človeških virov, kadrovanje, predsodki, stereotipi
Place of publishing:	Maribor
Publisher:	A. Vrhovšek
Year of publishing:	2024
PID:	20.500.12556/DKUM-89619
UDC:	005.95
COBISS.SI-ID:	208908035
Publication date in DKUM:	25.09.2024
Views:	82
Downloads:	136
Metadata:
Categories:	EPF
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Licences

License:	CC BY-NC-ND 4.0, Creative Commons Attribution-NonCommercial-NoDerivatives 4.0 International

Link:	http://creativecommons.org/licenses/by-nc-nd/4.0/
Description:	The most restrictive Creative Commons license. This only allows people to download and share the work for no commercial gain and for no other purposes.
Licensing start date:	29.07.2024

Secondary language

Language:	English
Title:	The impact of prejudices and stereotypes in recruitment
Abstract:	Employees are the greatest asset of any organization, which is becoming increasingly evident in today's dynamic, unpredictable, and turbulent business environment. With this in mind, we decided to explore the recruitment process, which consists of hiring and selection. Recruitment is defined as the process of finding sources of labor to meet staffing needs, planning, and implementing effective measures to attract an appropriate number of candidates. The selection process involves screening and evaluating candidates to choose those who are most suitable for the advertised positions in the organization. With the arrival of artificial intelligence, the recruitment process has undergone significant changes, particularly in hiring and selection. During the recruitment process, involved employees can unintentionally commit injustices due to preconceived biases and stereotypes, potentially leading to the rejection of highly qualified candidates because of unconscious biases. In research, we analyzed the recruitment process within the selected organization X. Despite the manual handling of the process, HR staff consistently and carefully review and select candidates, paying special attention to preventing (unconscious) bias. Although the process is conducted diligently and fairly, we identified opportunities for improvement. To address these, we developed a revamped comprehensive recruitment model that incorporates advanced artificial intelligence tools into the hiring and selection process. These tools enable more efficient screening and eliminating unsuitable candidates, saving the organization a significant amount of time. Additionally, we created standardized tests with the assistance of AI tools, which the organization will use for recruiting specific job positions. Artificial intelligence will also enhance the onboarding process for new hires by enabling precise tracking and measurement of their performance and progress. This approach ensures more objective candidate evaluations, reduces the influence of unconscious biases and stereotypes, and ultimately increases the fairness and efficiency of the entire recruitment process.
Keywords:	human resource management, recruitment, prejudices, stereotypes

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