JUSTIFICATION OF THE USE OF ARTIFICIAL INTELLIGENCE TECHNOLOGIES IN THE PERSONNEL MANAGEMENT SYSTEM OF THE PUBLIC SERVICE OF UKRAINE
DOI:
https://doi.org/10.31470/2786-6246-2024-8-98-106Keywords:
public service, public employees, personnel management, artificial intelligence, digitalization, machine learningAbstract
The article substantiates the use of artificial intelligence technologies in the personnel management system of the public service of Ukraine justification of the use of artificial intelligence technologies in the personnel management system of the public service of Ukraine
The author states that new tools with the use of artificial intelligence technologies are able to analyze and build algorithms that contribute not only to the recruitment of candidates most suitable for vacant positions, but also to the prevention of the dismissal of valuable employees due to the analysis of relationships, control of indicators of professional burnout and the level loyalty to the organization.
The conducted research on the implementation and use of artificial intelligence in HR processes allows us to substantiate the prospects of using these technologies in management. Innovation is a key element of knowledge societies and significantly transforms all aspects of its life. Learning becomes a key value of knowledge societies. In this situation, it becomes difficult to assess a person’s cognitive abilities.
The use of artificial intelligence in the public service personnel management system has both positive and negative consequences. The mutually complementary interaction of man and «machine» can be achieved due to the correct formulation of management tasks and the selection of appropriate technological capabilities. It is important to find a balance between automation with the use of artificial intelligence and manual management of processes, as well as to minimize the negative impact of new technologies on the social sustainability of society.
The author considered options for the application of artificial intelligence in the main areas of personnel management of the public service system, in particular: recruitment of personnel of the public service system, personnel administration, adaptation of specialists, evaluation system of public employees, training system, professional development, development of personnel of the public service system, personnel stimulation system, prevention of employee burnout and dismissal, HR-branding of the public service system. The study analyzed the main risks that significantly inhibit the process of completely replacing human intelligence with artificial intelligence in the field of public service personnel management.
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