Abstract
Organizations are more frequently turning towards robotic process automation (RPA) as a solu-tion for employees to focus on higher complexity and more valuable tasks while delegating routine, monotonous and rule-based tasks to their digital colleagues. These software robots can handle various rule-based, digital, repetitive tasks. However, currently available process identi-fication methods must be qualified to select suitable automation processes accurately. Wrong process selection and failed attempts are often the origin of process automation's bad reputation within organizations and often result in the avoidance of this technology. As a result, in this research, a method for selecting processes for automation combining two multi-criteria decision -making techniques, 'Analytic Hierarchy Process (AHP) and Technique for Order of Preference by Similarity to Ideal Solution (TOPSIS), will be proposed, demonstrated, and evaluated. This study follows the Design Science Research Methodology (DSRM) and applies the proposed method for selecting processes for automation to a real-life scenario. The result will be a method to support the proper selection of business processes for automation, increasing the success of implementing RPA tools in an organization.

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Organizational dependency on Information and Communication Technology (ICT) drives the preparedness challenge to cope with business process disruptions. Business Continuity Management (BCM) encompasses effective planning to enable business functions to resume to an acceptable state of operation within a defined timeframe. This paper presents a systematic literature review that communicates the strategic guidelines to streamline the organizational processes in the BCM program, culminating in the Business Continuity Plan design, according to the organization's maturity. The systematic literature review methodology follows the Evidence-Based Software Engineering protocol assisted by the Parsifal tool, using the EbscoHost, ScienceDirect, and Scopus databases, ranging from 2000 to February 2021. International Standards and Frameworks guide the BCM program implementation, however, there is a gap in communicating metrics and what needs to be measured in the BCM program. The major paper result is the confirmation of the identified gap, through the analysis of the studies that, according to the BCM components, report strategic guidelines to streamline the BCM program. The analysis quantifies and discusses the contribution of the studies on each BCM component to design a framework supported by metrics, that allows assessing the organization's preparedness in each BCM component, focusing on Information Systems and ICT strategies.

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Our study provides valuable insights into the relationship between artificial intelligence (AI) and Human Resource Management (HRM). We have minimised bias and ensured reliable findings by employing a systematic literature review and the PRISMA statement. Our comprehensive syn-thesis of the studies included in this research, along with a bibliometric analysis of articles, journals, indexes, authors' affiliations, citations, keyword co-occurrences, and co-authorship analysis, has produced robust results. The discussion of our findings focuses on critical areas of interest, such as AI and Talent, AI Bias, Ethics and Law, and their impact on Human Resource (HR) management. Our research highlights the recognition by organisations of the importance of talent management in achieving a competitive advantage as higher-level skills become increas-ingly necessary. Although some HR managers have adopted AI technology for talent acquisition, our study reveals that there is still room for improvement. Our study is in line with previous research that acknowledges the potential for AI to revolutionise HR management and the future of work. Our findings emphasise the need for HR managers to be proactive in embracing technology and bridging the technological, human, societal, and governmental gaps. Our study contributes to the growing body of AI and HR management knowledge, providing essential insights and rec-ommendations for future research. The importance of our study lies in its focus on the role of HR in promoting the benefits of AI-based applications, thereby creating a larger body of knowledge from an organisational perspective.

Abstract
Business Process Automation has been gaining increasing importance in the management of companies and organizations since it reduces the time needed to carry out routine tasks, freeing employees for other more creative and exciting things. The use of process automation seems to be a growing trend in the business's operational restructuring, combined with digital transformation. It can be applied in the most varied business areas. Organizations from any sector of activity can also adopt it. Given these benefits, the granted success in transforming business processes would be expected. However, 30 to 50% of automation initiatives with Robotic Process Automation technology fail. In this work, a set of guidelines will be proposed that will constitute, after validation, a framework capable of guiding organizations, with a focus on SMEs, in the procedure of automating their processes, thus obtaining the maximum return of this transformation.