Artificial Intelligence Governance in E-Government (Challenges, Benefits)
Subject Areas : Public administration
1 - 1Assistant Professor, Department of Industrial Engineering, Zanjan Branch, Islamic Azad University, Zanjan,
Keywords: Artificial Intelligence, Human Resources Management, Electronic Government.,
Abstract :
Artificial Intelligence Governance in E-Government
(Challenges, Benefits)
Seyyed Kamran Yeganegi
Assistant Professor, Department of Industrial Engineering, Zanjan Branch, Islamic Azad University, Zanjan, Iran
Received 30 April 2024 | Accepted 12 June 2024
Extended Abstract
Despite the increasing growth in the field of artificial intelligence, many organizational managers have not yet been able to establish a good relationship with this technology. Getting your head around artificial intelligence, like any new technology that comes with a lot of hype and media controversy, can be confusing, and even experts in artificial intelligence can hardly keep up with the momentary developments of this technology.
The present research tries to comprehensively examine behind the curtain the impact of this mysterious and powerful technology in the intelligentization of human resources management using thematic analysis. For this purpose, the findings of the latest studies conducted in the field of artificial intelligence, focusing on human resource management and the use of e-government, from international scientific research publications were considered. After categorizing and coding the mentioned data, finally, the theoretical narrative of the research was compiled and presented.
The mentioned findings were counted in five major codes, including the challenges facing artificial intelligence with nine components, professional ethics with seven components, electronic government system with six components, administrative system with seven components, and the intelligentization of governments with four components in general, it should be noted that the advancement of artificial intelligence technology means a better life for everyone.
Artificial intelligence has vast potential and the responsibility for its proper implementation and execution, taking into account all the risks, is ours, but it requires intelligent performance by human resource managers in the field of human status and humanity because these robots may be intelligent but they are not smart. In this area, the relationship between understanding this phenomenon from the perspectives of Western and Islamic philosophy should be considered; From the perspective of Western philosophy, in the philosophy of mind, the last person to propose a two-dimensional human was Descartes (Lo, 2023) and then in the time of Hume, the definition of human changed and he took the metaphysical dimension from man and enclosed him in this physical human circle (NDUBISI, 2023).
They questioned the place of science and religion in human life (Kalkman, 2023); even in the field of actions and behavior, they said that all these emotions, feelings, and sensual perceptions are the result of mental and brain actions and reactions in man and they removed metaphysics and God from this equation in general (Scolari, 2023). Therefore, they limited the mind so much that they interpreted all human behaviors as the result of the sum of these actions and reactions.
Because a robot cannot do anything without being programmed by a human and even after receiving the latest programs, it cannot do many things and still the human factor is needed for training and solving work problems.
One of the priorities that managers and leaders of companies can do in dealing with the entry of machines into the workplace and the automation of work is to transfer experiences and retrain work skills from humans to robots. If, as a manager, you want to transfer experiences and skills to smart robots in the complex under your management, you must do this with your human resources as the focus.
The developments and advances of artificial intelligence will affect some industries and jobs more than others in the future, and we will witness the disappearance of several jobs shortly and the retraining and employment of numerous people who will be unemployed as a result of the disappearance of these jobs will become one of the great social challenges of the future.
In addition, middle managers and white-collar workers will also have to prepare themselves to work alongside robots and machines soon, so they must learn new skills. Accordingly, based on research such as Krasketal, 2023), (Chen & Das, 2023), (Said et al. 2023), (Saura et al. 2022), (Debrah et al. 2022), (Thakur, 2024), (Saxena & Khandelwal, 2022), (Kiyasseh et al. 2022), the best solution to reconcile artificial intelligence with human resources concerned about future demotion and unemployment is for artificial intelligence systems to "blend" with the human workforce, rather than replacing them and marginalizing them. Therefore, it must be accepted that the key to the success of artificial intelligence systems in practice is that, whether at the time of design, during implementation, or afterward, a tangible type of agency and influence must be defined for humans.
Humans must be given the opportunity and authority to take on some sensitive and important functions and provide human solutions to solve problems, and this will allow us to witness “responsible implementation of artificial intelligence programs by employees” in organizations.
Finally, we can assure employees and human resources concerned about the rapid advances in artificial intelligence systems that if special attention was paid to human and ethical issues when planning for the development of artificial intelligence, the lives and work of those who will be affected by the expansion of artificial intelligence were also taken into account, we can hope for the realization of the dream of ethical and entrepreneurial artificial intelligence more than ever before.
Keywords: Artificial Intelligence, Human Resources Management, Electronic Government.
Contribution of authors
All authors have participated in this research in equal proportion.
Ethical approval
Written informed consent was obtained from the individuals for their anonymized nformation to be published in this article.
Conflict of interest
No conflicts of interest are declared by the authors.
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