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The Great Fear? AI Systems and Their Emotional Impact on HR Departments of Swedish Banks

Müller, Paul Benedikt LU and Paulin, Ellen LU (2024) MGTN59 20241
Department of Business Administration
Abstract
Artificial intelligence (AI) has become an important part of today's business operations as technology advances. As a result of these developments, significant adjustments are taking place in the labor market. Such as employment structures and ways of working, due to AI's ability to replace and, in many cases, even perform human work responsibilities better than humans. Given the role of automation, departments such as Human Resources (HR) are faced with balancing the integration of new technologies with the preservation of human interaction and emotion. Despite the growing interest and drive for innovation, there is still a large gap in incorporating sustainable practices into AI integration.
The purpose of this study is to investigate... (More)
Artificial intelligence (AI) has become an important part of today's business operations as technology advances. As a result of these developments, significant adjustments are taking place in the labor market. Such as employment structures and ways of working, due to AI's ability to replace and, in many cases, even perform human work responsibilities better than humans. Given the role of automation, departments such as Human Resources (HR) are faced with balancing the integration of new technologies with the preservation of human interaction and emotion. Despite the growing interest and drive for innovation, there is still a large gap in incorporating sustainable practices into AI integration.
The purpose of this study is to investigate how AI is impacting HR in the Swedish banking sector, with a particular focus on Handelsbanken and Swedbank. The study aims to identify the primary emotional reactions of HR employees as well as the tactics and approaches these banks use to manage AI-driven transitions. Additionally, it will provide a deeper understanding of the struggle of ethically and effectively integrating AI into HR practices, offering a roadmap for other organizations facing similar challenges.
From the use of semi-structured interviews with roles as HR personnel, AI experts, and Managers, the findings from the study uncover a bigger picture where two main fears - skills adaptation and the potential loss of organizational culture - are highlighted. On the other hand, two key opportunities are also identified: the promise of improved efficiency and better opportunities for personal and professional development within the organization. These insights help HR professionals navigate the challenges of AI integration while ensuring employee morale and organizational integrity. (Less)
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author
Müller, Paul Benedikt LU and Paulin, Ellen LU
supervisor
organization
course
MGTN59 20241
year
type
H1 - Master's Degree (One Year)
subject
keywords
AI Integration, Emotional Impact, Human Resources, Change Management, Fear of Change, Organizational Culture, Swedish Banks, Qualitative Study
language
English
id
9158649
date added to LUP
2024-06-24 12:56:10
date last changed
2024-06-24 12:56:10
@misc{9158649,
  abstract     = {{Artificial intelligence (AI) has become an important part of today's business operations as technology advances. As a result of these developments, significant adjustments are taking place in the labor market. Such as employment structures and ways of working, due to AI's ability to replace and, in many cases, even perform human work responsibilities better than humans. Given the role of automation, departments such as Human Resources (HR) are faced with balancing the integration of new technologies with the preservation of human interaction and emotion. Despite the growing interest and drive for innovation, there is still a large gap in incorporating sustainable practices into AI integration. 
The purpose of this study is to investigate how AI is impacting HR in the Swedish banking sector, with a particular focus on Handelsbanken and Swedbank. The study aims to identify the primary emotional reactions of HR employees as well as the tactics and approaches these banks use to manage AI-driven transitions. Additionally, it will provide a deeper understanding of the struggle of ethically and effectively integrating AI into HR practices, offering a roadmap for other organizations facing similar challenges.
From the use of semi-structured interviews with roles as HR personnel, AI experts, and Managers, the findings from the study uncover a bigger picture where two main fears - skills adaptation and the potential loss of organizational culture - are highlighted. On the other hand, two key opportunities are also identified: the promise of improved efficiency and better opportunities for personal and professional development within the organization. These insights help HR professionals navigate the challenges of AI integration while ensuring employee morale and organizational integrity.}},
  author       = {{Müller, Paul Benedikt and Paulin, Ellen}},
  language     = {{eng}},
  note         = {{Student Paper}},
  title        = {{The Great Fear? AI Systems and Their Emotional Impact on HR Departments of Swedish Banks}},
  year         = {{2024}},
}