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Purpose: The integration of artificial intelligence (AI) technologies like conversational AI and HR chatbots in international human resource development (HRD) presents both productivity benefits and ethical challenges. This study aims to examine the ethical dimensions of AI-driven HR chatbots, emphasizing the need for fairness, autonomy and nondiscrimination. It discusses inherent biases in AI systems and addresses linguistic, cultural and accessibility issues. The paper advocates for a comprehensive risk assessment approach to guide ethical integration, proposing a "risk management by design" framework. By embracing ethical principles and robust risk management strategies, organizations can navigate AI-driven HR technologies while upholding fairness and equity in global workforce management. Design/methodology/approach: Systematic literature review. Findings: The paper advocates for a comprehensive risk assessment approach to guide ethical integration, proposing a "risk management by design" framework. Practical implications: By embracing ethical principles and robust risk management strategies, organizations can navigate AI-driven HR technologies while upholding fairness and equity in global workforce management. Originality/value: This study explores the intricate ethical landscape surrounding AI-driven HR chatbots, spotlighting the imperatives of fairness, autonomy, and nondiscrimination. Uncovering biases inherent in AI systems, it addresses linguistic, cultural, and accessibility concerns. Proposing a pioneering "risk management by design" framework, the study advocates for a holistic approach to ethical integration, ensuring organizations navigate the complexities of AI-driven HR technologies while prioritizing fairness and equity in global workforce management. [ABSTRACT FROM AUTHOR]

Purpose: Following the increasing trend of artificial intelligence (AI) research in hospitality literature, this critical reflection paper aims to identify AI-assisted mindfulness as a critical yet under-investigated issue and to contribute feasible directions for future research. Design/methodology/approach: The authors first conceptualize a framework explaining the effects of mindfulness design in AI interventions on improving human mindfulness. The authors then identify opportunities for interventions in AI-assisted mindfulness for the tourism, hospitality and events industries. Finally, the authors propose potential themes for AI-assisted mindfulness research. Findings: This study contributes three major conceptual works. First, we conceptualize a framework of AI-assisted mindfulness, showcasing that the scope of AI-assisted mindfulness spans from AI interventions to state mindfulness and then to trait mindfulness. Second, the authors offer two approaches to strategic thinking, one from mindfulness (i.e. mindfulness-focused niche markets and activities) and one from AI applications (i.e. AI-facilitated devices and platforms), to identify opportunities for AI-assisted mindfulness interventions. Third, for both management- and marketing-oriented AI-assisted mindfulness research, the authors propose 18 themes. Research limitations/implications: This critical reflection paper offers directions for future knowledge creation in AI-assisted mindfulness in the tourism, hospitality and events industries. Originality/value: To the best of the authors' knowledge, this critical reflection paper serves as the first in hospitality and tourism literature to systematically propose the research issue of AI-assisted mindfulness, offering directions and themes for future research. [ABSTRACT FROM AUTHOR]

Purpose: This viewpoint paper envisions the key competencies that employees should cultivate to thrive amidst the age of automation. Design/methodology/approach: This paper synthesises recent academic and contextual papers on the topic of workplace automation, alongside the author's practical knowledge as a Global Program Manager for Robotic Process Automation projects in an S&P 500 company. Findings: Four skill building blocks are created which will help employees stay relevant in the age of automation: process engineering, automation technology, self-leadership and humanistic. Originality/value: In this new era of automation, the skills of today will no longer be sufficient for employees to remain competitive in future. This paper contributes to literature by envisioning and presenting four skill blocks that could serve as a blueprint for human resources officers and executives to create the future learning plans and hiring strategies of their organisations, as they grow along the automation maturity curve. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to highlight the risks in using artificial intelligence (AI) as part of the hiring process, particularly focusing on the risks of discrimination when used. Design/methodology/approach: The approach taken was to draw upon current experiences of AI used in hiring processes through case studies and existing research and to discuss current and upcoming legislative measures in place within the UK and EU to extract key advice that companies can use to ensure AI is used as effectively and fairly as possible in the hiring process. Findings: This paper concludes that companies interested in using AI in the hiring process must proceed with caution and must be wary of the potential pitfalls in using it, as well as taking the necessary steps to avoid any risks of discrimination. Originality/value: The originality of this piece revolves around the authors' discussion of legal implications within the use of AI in the hiring process, both within the UK and the EU, through references to current and future legislative frameworks, cases and case studies. [ABSTRACT FROM AUTHOR]