Artificial Intelligence and Sustainability: Innovations in Business and managerial Practices
DOI:
https://doi.org/10.70301/SBS.MONO.2025.1.3Keywords:
Diversity, Inclusion, Creativity, Human and Machines, Artificial Intelligence, Human Resources, and Human Touch;Abstract
Artificial Intelligence (AI) will, more than ever, play a critical role in every aspect of organizational progression and influence decisions across the board. Human, talent, and overall workforce management is no exception to this influence and impact; AI’s influence will be through organizational leadership via guiding decision-making, team management, and innovation processes. As its potential is explored, it becomes clear that leaders must adapt to leverage innovation effectively and address the new ethical and cultural issues they raise. Organizations, leadership, cultures, and pillars of organizational structures and systems must do this while remaining ethical, mindful, and aware of not affecting creativity (INSEAD, 2024). The leadership of any organization must lead with AI while keeping people, mindfulness, ethics, and values, as well as creativity and the human touch at the heart of everything that they do and each AI strategy (AON, 2024). AI has the potential to unleash creativity, foster human connections, imagine new ways of learning, enable the automation of existing tasks, and promote new adaptive tasks that require human ingenuity and empathy. That is quite a list, which raises equal challenges and opportunities (INSEAD, 2024). What is clear is that leaders will remain indispensable in helping their teams and firms negotiate this brave new world. To do so successfully, they must adopt a dual mindset, while helping to maintain and create moments of deep, thoughtful human interactions. Four challenges may arise from AI’s influence and leverage: 1) HR’s operational complexities, 2) data’s readiness, accuracy, and availability, 3) legalities that may arise and conform to compliant approaches, and 4) Manpower’s reactions and behavior against and towards algorithm-based decisions (Jobylon, 2024).
References
AON. (2024). How Artificial Intelligence is Transforming Human Resources and the Workforce. https://www.aon.com/en/insights/articles/how-artificial-intelligence-is-transforming-human-resources-and-the-workforce
Black S., van Esch P. (2021). AI-Enabled Recruiting in the War for Talent. Business Horizons, 64(4), pp513-524. https://www.insead.edu/faculty-research/publications/journal-articles/ai-enabled-recruiting-war-talent
IBMI. (2024). International Business Management Institute. https://www.ibm-institute.com/
IBM. (2024). Artificial Intelligence and a New Era of Human Resources. https://www.ibm.com/think/topics/ai-in-hr
INSEAD. (2024). How Businesses Can Survive the AI “Black Hole”. https://knowledge.insead.edu/strategy/how-businesses-can-survive-ai-black-hole
HBR. (2023). 4 Actions HR Leaders Can Take to Harness the Potential of AI. https://hbr.org/sponsored/2023/11/4-actions-hr-leaders-can-take-to-harness-the-potential-of-ai
HBR. (2024). Where AI Can — and Cannot — Help Talent Management. https://hbr.org/2022/10/where-ai-can-and-cant-help-talent-management
Jobylon. (2024). https://www.jobylon.com/blog/ai-in-hr/
LinkedIn. (2024). Artificial Intelligence (AI) Impact on Human Resources (HR). https://www.linkedin.com/pulse/artificial-intelligence-ai-impact-human-resourceshr-gummudu
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