Publication of IJGHMI
Impact of Artificial Intelligence on Human Resource Management
Author: Dr. Lars Eklund
Open Access | Volume 1 Issue 1 | Oct–Dec 2024
ISSN: 3070-6916
https://doi.org/10.63665/IJGHMI-y1f1a003
How to Cite :
Lars Eklund, “Impact of Artificial Intelligence on Human Resource Management”, International Journal of Global Humanities and Management Insights [IJGHMI], Vol. 1 Issue 1 (Oct–Dec 2024), pp. 22–30.
Abstract
The integration of Artificial Intelligence (AI) in Human Resource Management (HRM) has revolutionized talent acquisition, performance evaluation, and employee engagement. This paper analyzes how AI applications—from predictive analytics to automation—enhance HR efficiency while posing ethical challenges concerning bias, privacy, and transparency. The study explores HR functions most impacted by AI, examines both opportunities and limitations, and presents recommendations for balancing automation with human judgment to ensure fairness and organizational sustainability.
Keywords
Artificial Intelligence (AI), Human Resource Management (HRM), Automation, Employee Engagement, Predictive Analytics, Ethical AI, Workforce Optimization, Digital Transformation.
1. Introduction
AI technologies are transforming business processes globally. Within HRM, AI assists in screening applicants, predicting performance, and automating routine tasks. This section outlines AI’s growing relevance and the need to understand its dual impact on efficiency and ethical considerations.
2. Applications of AI in HRM
A. Recruitment and Selection: AI-driven tools analyze resumes, match skills with job requirements, and reduce time-to-hire.
B. Performance Management: Predictive analytics forecast employee success and turnover trends based on behavioral data.
C. Training and Development: Adaptive learning systems customize training modules to individual learning patterns.
D. Employee Engagement and Retention: AI chatbots and feedback tools enhance communication and employee experience.
3. Advantages of AI in HRM
AI increases efficiency and accuracy in HR operations, reduces costs, and provides data-driven insights for strategic decisions. It enhances objectivity in recruitment and supports personalized career development plans.
4. Challenges and Ethical Concerns
Key issues include algorithmic bias, data privacy, job displacement, and lack of transparency in AI decision making. Ethical leadership and governance frameworks are necessary to ensure responsible AI use.
5. Future Implications
The future of AI in HRM lies in collaborative intelligence—combining human judgment with machine efficiency. Organizations will need to focus on ethical AI design, continuous upskilling, and transparent data practices to maintain trust.
6. Conclusion
AI offers significant potential to transform HRM but requires balanced implementation. The study concludes that ethical AI integration — with human oversight and transparent governance — is crucial for sustainable HR success.
References
- Brown, T. & Taylor, R. (2023). Artificial Intelligence in Human Resources: Opportunities and Challenges. Journal of Business Technology, 8(2), pp. 110–125.
- Lee, M. (2022). Ethical Implications of AI in the Workplace. Human Resource Review, 19(3), pp. 90–104.
- Patel, S. & Singh, R. (2021). Machine Learning and Talent Acquisition: A New Era in Recruitment. Global HR Journal, 12(4), pp. 250–265.
- UNESCO (2022). Ethics of Artificial Intelligence: Global Policy Framework. UNESCO Publications.
- Eklund, L. (2024). Impact of Artificial Intelligence on Human Resource Management. IJGHMI, 1(1), pp. 22–30.