Akademik Məlumat İdarəetmə Sistemi
55th International Scientific Conference on Economic and Social Development, Baku, Azerbaijan, 18 - 19 June 2020, no.6719536, pp.465-472, (Full Text)
In recent years, the intensive use of smart systems and artificial intelligence in business life has caused structural changes and even transformations in the employment policies of companies. This has led to the disorganization of labor, and consequently, of the unions representing organized labor. Managerial and structural changes in the economy, especially in the service sector, such as artificial intelligence and intelligent and dark business, which result from the use of expert systems, require the traditional employee concept to be reconsidered. In addition to the fact that smart systems substitute middle-level employees and make them dysfunctional according to their location, the fact that automation-based production replaces the production technique based on labor (mechanization) causes the need for organized labor to decrease and unfortunately, this process is not functional and insignificant. It makes. On the other hand, the reflection of neo-liberal theses on the organizational field causes the emergence of empty rhetoric approaches such as the transition from personnel management to human resources management and from there to strategic human resources management. In addition, with the neological expressions such as organizational commitment, psychological contract, organizational citizenship, and organizational commitment, the interest of the employees in the workplace towards union movements and their actions is tried to be reduced. This caused unionized (organized) labor, which was 75-80% in the 1970s, to decline to 15% today. The process continues to decrease the importance of the traditional workforce. The main purpose of this research is to present the adventure of the disorganization of labor through human resources approaches. In this way, it will be tried to question whether the conceptual and socalled theoretical approaches in the field of human resources management have a scientific basis and whether the change in question is related to the strategy of disorganizing labor. In the research, the historical background of human management, which has evolved from personnel management to human resources management, from human resources management to strategic human resources management, will be questioned. With the secondary data to be collected, the subject will be analyzed and the research question will be answered.