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Advisor(s)
Abstract(s)
Esta dissertação tem como principal objetivo compreender de que forma os Gestores de Recursos Humanos encaram recorrer à implementação e utilização de Inteligência Artificial no processo de Recrutamento e Seleção e, simultaneamente, que riscos e desafios identificam no uso da Inteligência Artificial enquanto ferramenta primacial daquele processo. Para atingir o objetivo definido, optámos por uma metodologia de cariz qualitativo, com a realização de quinze entrevistas a Gestores de Recursos Humanos de empresas de áreas de atuação e dimensões distintas. As informações obtidas nas entrevistas, sujeitas a análise de conteúdo, permitem concluir que neste momento apenas um número muito reduzido de Gestores de Recursos Humanos utiliza efetivamente algumas das funcionalidades desta ferramenta nas suas empresas, sendo que quatro são empresas de Consultoria de Recursos Humanos e uma é uma grande empresa do setor energético. Enquanto alguns Gestores reconhecem inegáveis vantagens na sua utilização como uma maior agilização, eficiência e otimização do processo de Recrutamento e Seleção, outros identificam os desafios acrescidos que antecipam quer na sua implementação, quer naquilo que poderá ser o futuro do trabalho. Ainda assim, a maioria dos Gestores de Recursos Humanos assume a sua potencial implementação num futuro não muito longínquo. Na realidade, os entrevistados reconhecem que a Inteligência Artificial nunca será um verdadeiro substituto dos humanos, porém acreditam poder revelar-se um forte auxiliar dos profissionais de Recursos Humanos desde que as diferenças entre a máquina e os profissionais se combinem numa evolução natural de uma força de trabalho de coabitação e cooperação.
This dissertation's main objective aims to understand how Human Resources Managers consider using the implementation of Artificial Intelligence in the Recruitment and Selection process and, simultaneously, what risks and challenges do they identify in the use of Artificial Intelligence when used as a primary tool within that process. In order to achieve our defined objective, we opted for a qualitative methodology, involving fifteen interviews carried out with Human Resources Managers from companies in different areas and dimensions. The information obtained from those interviews, was subject to a content analysis, allowing to conclude that at this stage only a very small number of Human Resources Managers are effectively using some of the features of this tool in their companies, four of which are Human Resources Consulting companies and one is a large company in the energy sector. However, while some Managers do recognize undeniable advantages in its use such as greater agility, efficiency and optimization of the Recruitment & Selection process, others do identify and even anticipate some challenges either being on its implementation, either on what will the future of work may look like. Even though, most Human Resources Managers do assume its potential implementation in a not-too-distant future. In fact, interviewees do recognize that Artificial Intelligence will never be a true replacement of humans, but they believe it can prove to be a strong support for Human Resources professionals as long as the differences between the machine and the professionals are combined in a natural evolution of cohabitation and cooperation work force.
This dissertation's main objective aims to understand how Human Resources Managers consider using the implementation of Artificial Intelligence in the Recruitment and Selection process and, simultaneously, what risks and challenges do they identify in the use of Artificial Intelligence when used as a primary tool within that process. In order to achieve our defined objective, we opted for a qualitative methodology, involving fifteen interviews carried out with Human Resources Managers from companies in different areas and dimensions. The information obtained from those interviews, was subject to a content analysis, allowing to conclude that at this stage only a very small number of Human Resources Managers are effectively using some of the features of this tool in their companies, four of which are Human Resources Consulting companies and one is a large company in the energy sector. However, while some Managers do recognize undeniable advantages in its use such as greater agility, efficiency and optimization of the Recruitment & Selection process, others do identify and even anticipate some challenges either being on its implementation, either on what will the future of work may look like. Even though, most Human Resources Managers do assume its potential implementation in a not-too-distant future. In fact, interviewees do recognize that Artificial Intelligence will never be a true replacement of humans, but they believe it can prove to be a strong support for Human Resources professionals as long as the differences between the machine and the professionals are combined in a natural evolution of cohabitation and cooperation work force.
Description
Mestrado Bolonha em Ciências Empresariais
Keywords
Inteligência Artificial Recrutamento e Seleção Gestores de Recursos Humanos Riscos Desafios Artificial Intelligence Recruitment and Selection Human Resources Managers Risks Challenges
Pedagogical Context
Citation
Lopes, Joana Rodrigues Gouveia Mendes (2021). "A inteligência artificial no processo de recrutamento e seleção : perspetivas dos gestores de recursos humanos sobre riscos e desafios". Dissertação de Mestrado, Universidade de Lisboa. Instituto Superior de Economia e Gestão.
Publisher
Instituto Superior de Economia e Gestão