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Article
Publication date: 20 May 2021

Placide Poba-Nzaou, Malatsi Galani, Sylvestre Uwizeyemungu and Arnela Ceric

This paper aims to explore the impacts of artificial intelligence (AI) on jobs.

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Abstract

Purpose

This paper aims to explore the impacts of artificial intelligence (AI) on jobs.

Design/methodology/approach

The authors followed rapid review guidelines. The authors collected industry and government reports published prior and up to August 2017 in Google and Google Scholar using combination of key words: “job automation” or “work automation” with technology keywords: “artificial intelligence,” “machine learning,” etc. In total, 11 were included in this research.

Findings

The use of AI technologies will impact jobs in the near future as some job tasks are automated. AI is likely to substitute both, routine and nonroutine tasks. It is expected that humans and robots would work together in ways never imaginable. Changes in employability skills are expected. Because of the magnitude of these impacts on jobs, consulted reports call for concerted solutions that go beyond organizations’ and industry’s boundaries to include other relevant stakeholders. Moreover, organizations will have to rethink their human resource (HR) function to realign its expertise to the reality of AI.

Practical implications

In this context, the HR function will have to understand the dynamics that generate the impacts of these technologies in a workplace, to anticipate changes and actively contribute to creating an organizational environment that will facilitate the collaboration between human workers and complex digital agents, while ensuring compliance with labor and employment laws and supporting strategic organizational objectives.

Originality/value

This paper contributes to the debate on ongoing concerns by providing a synthesis of relevant professional literature.

Details

Strategic HR Review, vol. 20 no. 2
Type: Research Article
ISSN: 1475-4398

Keywords

Article
Publication date: 9 July 2020

Louis Raymond, François Bergeron, Anne-Marie Croteau, Ana Ortiz de Guinea and Sylvestre Uwizeyemungu

As purveyors of knowledge-based and high value-added services to the manufacturing sector, industrial service small- and medium-sized enterprises (SMEs) must develop the…

595

Abstract

Purpose

As purveyors of knowledge-based and high value-added services to the manufacturing sector, industrial service small- and medium-sized enterprises (SMEs) must develop the information technology (IT) capabilities that, in combination with other non-IT capabilities, enable their capacity for organizational learning (OL) and for explorative learning in particular. In this context, this study aims to identify the different causal configurations that account for the nonlinear complex interplay of IT capabilities for exploration and strategic capabilities for explorative learning as they affect these firms’ competitive performance.

Design/methodology/approach

Survey data obtained from 92 industrial service SMEs were analyzed with a configurational approach, using fuzzy set qualitative comparative analysis (fsQCA).

Findings

As it allows for equifinality, the fsQCA analysis identified two sets of causal configurations that characterize the sampled firms’ explorative learning capability as it relates to competitive performance. In the first set, two configurations were equally associated with high innovation performance, whereas in the second set, four configurations were equally associated with high productivity.

Originality/value

By viewing explorative learning as a dynamic capability that is enabled by the firm’s IT and strategic capabilities, the study contributes to OL theory by providing a more concrete or “operational” grounding, which allows for a greater practical applicability of this theory. By taking both the configurational and capability-based views of the OL-IT-performance causal framework, the authors provide an empirical basis for unraveling, explaining and understanding the complex non-linear relationships embedded within this framework.

Details

Journal of Knowledge Management, vol. 24 no. 7
Type: Research Article
ISSN: 1367-3270

Keywords

Article
Publication date: 24 July 2019

François L'Écuyer, Louis Raymond, Bruno Fabi and Sylvestre Uwizeyemungu

Within the manufacturing sector, small- and medium-sized enterprises (SMEs) face specific challenges with regard to their strategic HRM capabilities. In this context, an…

1046

Abstract

Purpose

Within the manufacturing sector, small- and medium-sized enterprises (SMEs) face specific challenges with regard to their strategic HRM capabilities. In this context, an emerging issue for both researchers and practitioners regards HR information systems (HRIS), i.e. the deployment of strategic IT capabilities to enable the firm’s high-performance work system (HPWS) capabilities and thus improve the performance of its HR function. The purpose of this paper is to address this issue by using a capability-based mediation perspective to study the strategic alignment of HR and IT.

Design/methodology/approach

A survey study of 206 manufacturing SMEs was realized and the data thus obtained was analyzed through structural equation modeling.

Findings

Results confirm that the HRIS capabilities of SMEs influence the performance of the HR function through their strategic alignment with the HPWS capabilities of these enterprises.

Practical implications

The results suggest that the manufacturing SMEs most active in developing their HRIS capabilities while developing their HPWS capabilities are most likely to develop a competitive advantage through the improved performance of their HR function. This is especially important in a time when firms of all sizes across the globe are waging a “war for talent,” and are enabled to do so by their strategic use of IT.

Originality/value

The results of the study constitute a valid basis for prediction and prescription with regards to the strategic alignment of human and IT resources.

Details

Employee Relations: The International Journal, vol. 41 no. 5
Type: Research Article
ISSN: 0142-5455

Keywords

Article
Publication date: 2 March 2020

Placide Poba-Nzaou, Sylvestre Uwizeyemunugu, khadija Gaha and Mélanie Laberge

The purpose of this paper was to develop a taxonomy of organizations based on business value (BV) underlying electronic human resource management (e-HRM) adoption motivations.

Abstract

Purpose

The purpose of this paper was to develop a taxonomy of organizations based on business value (BV) underlying electronic human resource management (e-HRM) adoption motivations.

Design/methodology/approach

A taxonomy was developed using cluster analysis of the online case stories of 146 firms. Results were validated using discriminant analysis. Differences in organization and environmental characteristics across clusters were examined.

Findings

Seven meaningful and distinct clusters were uncovered showing asymmetry in the consideration of strategic BV underlying the motivations of e-HRM adoption. Statistical tests revealed that the seven clusters have high internal validity. Statistically significant differences in organizational conditions were found among clusters.

Research limitations/implications

This research offers an empirically and conceptually grounded taxonomy of organizations that reveals strategic and nonstrategic BV that organizations actually put forward and the way they combine together to form different profiles. This research is based on secondary data, that is, data initially gathered for a distinct goal different from this research.

Practical implications

The developed taxonomy provides human resource (HR) managers, executives, researchers and consultants a useful way to describe and understand motivations underlying e-HRM adoption. The taxonomy may also facilitate valid and systematic assessment of e-HRM effectiveness.

Originality/value

This research moves the debate beyond normative arguments to a more analytic assessment of the actual practice of organizations regarding e-HRM adoption and expected BV.

Details

Business Process Management Journal, vol. 26 no. 6
Type: Research Article
ISSN: 1463-7154

Keywords

Article
Publication date: 31 August 2012

Louis Raymond, Sylvestre Uwizeyemungu, François Bergeron and Stéphane Gauvin

This study aims to propose an integrative conceptual framework of e‐learning adoption and assimilation that is adapted to the specific context of small to medium‐sized…

1510

Abstract

Purpose

This study aims to propose an integrative conceptual framework of e‐learning adoption and assimilation that is adapted to the specific context of small to medium‐sized enterprises (SMEs).

Design/methodology/approach

The literature on the state of e‐learning usage in SMEs and on the IT adoption and assimilation factors that can be specifically applied to e‐learning adoption and assimilation in this context are reviewed. These factors are then integrated within a research framework, and a set of 20 propositions formulated.

Findings

The paper identifies the technological, organizational and environmental factors that are likely to favor or hinder e‐learning adoption and assimilation in SMEs, as well as the interaction among these factors.

Research limitations/implications

The integrative framework and the 20 propositions that emanate from it constitute the conceptual foundation for a research program and hypotheses on the adoption and assimilation of e‐learning in SMEs.

Practical implications

This study offers managers a frame of reference to analyze their firm's situation before initiating an e‐learning program by highlighting key adoption and assimilation factors in the specific context of SMEs.

Originality/value

This study proposes an integrative conceptual framework of e‐learning adoption and assimilation that is adapted to the specific context of SMEs.

Article
Publication date: 31 July 2007

Louis Raymond and Sylvestre Uwizeyemungu

This paper seeks to build and validate a typological profile of manufacturing small to medium‐sized enterprises (SMEs) in regard to their eventual adoption of an…

6883

Abstract

Purpose

This paper seeks to build and validate a typological profile of manufacturing small to medium‐sized enterprises (SMEs) in regard to their eventual adoption of an enterprise resource planning (ERP) system, based on the predisposition of their environmental, organizational, and technological context.

Design/methodology/approach

Provides cluster analysis of secondary questionnaire data obtained from a benchmarking database of 356 Canadian manufacturing SMEs.

Findings

Three types of SMEs were obtained: 140 “internally predisposed” SMEs, 60 “externally predisposed” SMEs, and 156 “unfavourably disposed” SMEs.

Originality/value

Provides a valid framework for analysis that can serve ERP vendors and consultants, as well as SME owner‐managers, the first to better target their offer of products/services, and the second to better position their firm before contemplating the implementation of an ERP system.

Details

Journal of Enterprise Information Management, vol. 20 no. 4
Type: Research Article
ISSN: 1741-0398

Keywords

Content available
Article
Publication date: 31 July 2007

Zahir Irani

228

Abstract

Details

Journal of Enterprise Information Management, vol. 20 no. 4
Type: Research Article
ISSN: 1741-0398

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