Preeya Daya’s scientific contributions

The incorporation of Artificial Intelligence (AI) into Human Resource Management (HRM) represents a significant shift in organisational procedures, offering exceptional prospects for enhanced effectiveness and inclusiveness. This study investigates the many impacts of AI on HRM, with a particular focus on its capacity to automate repetitive jobs, produce insights based on data, and personalise employee experiences. AI has the potential to revolutionise the processes of recruiting, performance evaluations, and employee involvement, resulting in reduced timeframes and improved productivity. Nevertheless, the integration of AI presents notable obstacles, particularly regarding trust and ethical concerns. The inquiries regarding the dependability and accuracy of data generated by AI emphasise the want for human supervision and robust governance frameworks. Furthermore, the possibility of AI systems continuing to uphold existing prejudices requires comprehensive audits, transparent algorithms, and varied data sets. The survey uncovers diverse responses to AI, ranging from cynicism to enthusiasm, emphasising the importance of tackling ethical concerns in order to establish trust and acceptance. Ultimately, the successful integration of AI into HRM necessitates a well-rounded approach that prioritises investment in human resources, upholds transparency and fosters inclusivity. This approach will enhance organisational efficiency and promote fairness and relevance in the future workplace landscape.

This chapter shows how complicity and privileged irresponsibility sustain power systems through an outline of how the ignorance contract is an important strategy for those who are implicated in oppression. From there, we grapple with the nuances of privilege by way of explaining the concepts of intersectionality, kyriarchy and the abyssal line. After proposing what is called the “proximity to privilege scale”, the chapter concludes with five key takeaways for the reader.