Artificiell intelligens i onboarding: En studie utifrån HR-medarbetares och chefers arbetsmiljö
(2024) SOCM05 20241Sociology
- Abstract
- The aim of the study is to contribute with knowledge about how managers and HR employees at an energy company imagine that an AI-based onboarding process would affect their organ- izational and social work environment from an efficiency and quality, social, and ethical per- spective. To answer the study's questions, the company Omexom, one of several companies in the energy sector that is expected to expand in connection with the energy transition decided by the Swedish parliament, has been investigated using a qualitative method with semi-structured interviews, with targeted sampling. The aim of the targeted sampling was to select respondents who have experience of onboarding other employees. Ten managers and three HR employees at the... (More)
- The aim of the study is to contribute with knowledge about how managers and HR employees at an energy company imagine that an AI-based onboarding process would affect their organ- izational and social work environment from an efficiency and quality, social, and ethical per- spective. To answer the study's questions, the company Omexom, one of several companies in the energy sector that is expected to expand in connection with the energy transition decided by the Swedish parliament, has been investigated using a qualitative method with semi-structured interviews, with targeted sampling. The aim of the targeted sampling was to select respondents who have experience of onboarding other employees. Ten managers and three HR employees at the energy company were interviewed between February and March 2024. In parallel, the company's onboarding document was analyzed. The study shows that respondents are positive about AI being implemented in onboarding. In terms of efficiency, the introduction of AI is expected to result in an improved organizational and social work environment for the respondents by enabling large time gains for them, which is a clear health factor. AI-supported onboarding is also expected in terms of quality to contribute to a more accurate onboarding process, which is a health factor for the respondents from a social and organizational work environment perspective. From a social perspective, it emerged that respondents expect AI to contribute to increased support for new employees during onboarding. They thus see that the quantitative demands on themselves are reduced, which leads to reduced stress. Reduced stress is a clear health factor from an organizational and social work environment perspective. From an ethical perspective, it emerged that AI-supported onboarding is expected to contribute to equal treatment as all new employees are given the same onboarding and that the process is not influenced by who they meet. The process then becomes fairer and more open-minded compared to a traditional onboarding process. In this context, equal treatment is an important value, that the management takes responsibility for routines and tools that counteract discrimination is a healthy factor for those who carry out the onboarding, seen from an organizational work environment perspective. Furthermore, the study shows that lack of knowledge about AI technology is a risk factor from an organizational work environment perspective and therefore the organization needs to have a plan for training its employees about the opportunities and risks with AI. The in- creased knowledge that the study contributes with, can hopefully be used to prevent future work environment problems and be a support in the organization of HR work when AI tools are implemented in the studied company’s as well as in other organizations' operations. (Less)
- Popular Abstract (Swedish)
- Syftet med studien är att bidra med kunskap om hur chefer och HR-medarbetare på ett energiföretag förväntar sig att onboarding med hjälp av artificiell intelligens (AI) skulle påverka deras arbetsmiljö. Onboarding är en viktig process för att en nyanställd snabbt ska bli en del av sin nya organisation och komma in i organisationens kultur. Det är framförallt chefer och HR-medarbetare som ansvarar för och utför onboarding. Tio chefer och tre HR-medarbetare på energiföretaget Omexom i Stockholm intervjuades mellan februari och mars 2024. Företaget är ett av flera företag i energibranschen som förväntas expandera i samband med energiomställningen som Riksdagen har beslutat om. Studien visar att de intervjuade personerna är positiva till AI i... (More)
- Syftet med studien är att bidra med kunskap om hur chefer och HR-medarbetare på ett energiföretag förväntar sig att onboarding med hjälp av artificiell intelligens (AI) skulle påverka deras arbetsmiljö. Onboarding är en viktig process för att en nyanställd snabbt ska bli en del av sin nya organisation och komma in i organisationens kultur. Det är framförallt chefer och HR-medarbetare som ansvarar för och utför onboarding. Tio chefer och tre HR-medarbetare på energiföretaget Omexom i Stockholm intervjuades mellan februari och mars 2024. Företaget är ett av flera företag i energibranschen som förväntas expandera i samband med energiomställningen som Riksdagen har beslutat om. Studien visar att de intervjuade personerna är positiva till AI i onboarding. AI förväntas kunna förbättra deras arbetsmiljö genom att frigöra tid för dem och även öka kvaliteten på onboardingen genom att de nyanställda får ett ökad stöd. Eftersom tid frigörs och kraven på medarbetarna kan minskas skulle det kunna leda till minskad stress, vilket i sin tur är mycket positivt för deras arbetsmiljö. Ur ett etiskt perspektiv visar studien att AI förväntas bidra till likabehandling. Alla nyanställda får samma onboarding, vilket gör onboardingen mer rättvis och fördomsfri jämfört med traditionell onboarding. Likabehandling är en viktig värdering. Att en organisations ledning tar ansvar och motverkar diskriminering är positivt både för de nyanställda och för dem som utför onboardingen. Studien visar även att bristande kunskap om AI-teknik är en risk utifrån ett arbetsmiljö- perspektiv då kontrollen minskas för medarbetarna och risken för felinmatning av data ökar. Organisationer behöver därför ha en plan för utbildning av sina medarbetare om möjligheter och risker med AI samt ha en tydlig AI-strategi. Den ökade kunskapen från studien kan förhoppningsvis användas för att förebygga framtida arbetsmiljöproblem i många företag och organisationer. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9157296
- author
- Skoglundh, Lovisa LU
- supervisor
- organization
- course
- SOCM05 20241
- year
- 2024
- type
- H2 - Master's Degree (Two Years)
- subject
- keywords
- Artificial intelligence, Onboarding, Organizational socialization, Organizational work environment, Social work environment, Human resources, Human resource management
- language
- Swedish
- id
- 9157296
- date added to LUP
- 2024-06-25 16:14:07
- date last changed
- 2024-06-25 16:14:07
@misc{9157296,
abstract = {{The aim of the study is to contribute with knowledge about how managers and HR employees at an energy company imagine that an AI-based onboarding process would affect their organ- izational and social work environment from an efficiency and quality, social, and ethical per- spective. To answer the study's questions, the company Omexom, one of several companies in the energy sector that is expected to expand in connection with the energy transition decided by the Swedish parliament, has been investigated using a qualitative method with semi-structured interviews, with targeted sampling. The aim of the targeted sampling was to select respondents who have experience of onboarding other employees. Ten managers and three HR employees at the energy company were interviewed between February and March 2024. In parallel, the company's onboarding document was analyzed. The study shows that respondents are positive about AI being implemented in onboarding. In terms of efficiency, the introduction of AI is expected to result in an improved organizational and social work environment for the respondents by enabling large time gains for them, which is a clear health factor. AI-supported onboarding is also expected in terms of quality to contribute to a more accurate onboarding process, which is a health factor for the respondents from a social and organizational work environment perspective. From a social perspective, it emerged that respondents expect AI to contribute to increased support for new employees during onboarding. They thus see that the quantitative demands on themselves are reduced, which leads to reduced stress. Reduced stress is a clear health factor from an organizational and social work environment perspective. From an ethical perspective, it emerged that AI-supported onboarding is expected to contribute to equal treatment as all new employees are given the same onboarding and that the process is not influenced by who they meet. The process then becomes fairer and more open-minded compared to a traditional onboarding process. In this context, equal treatment is an important value, that the management takes responsibility for routines and tools that counteract discrimination is a healthy factor for those who carry out the onboarding, seen from an organizational work environment perspective. Furthermore, the study shows that lack of knowledge about AI technology is a risk factor from an organizational work environment perspective and therefore the organization needs to have a plan for training its employees about the opportunities and risks with AI. The in- creased knowledge that the study contributes with, can hopefully be used to prevent future work environment problems and be a support in the organization of HR work when AI tools are implemented in the studied company’s as well as in other organizations' operations.}},
author = {{Skoglundh, Lovisa}},
language = {{swe}},
note = {{Student Paper}},
title = {{Artificiell intelligens i onboarding: En studie utifrån HR-medarbetares och chefers arbetsmiljö}},
year = {{2024}},
}