Artificial intelligence: on human resource management Impact

Abstract The reality of artificial intelligence in human resource (HR) management differ significantly. The complexity of HR phenomena, limitations imposed by small data sets, accountability issues related to fairness and other ethical and legal constraints, and potential unfavorable employee reactions to management decisions via data-based algorithms are the four challenges this article identifies when applying data science techniques for HR tasks. Then, utilizing three overlapping principles—causal reasoning, randomization and experiments, and employee contribution—it suggests workable solutions to these problems that would be both socially and economically acceptable for applying data science to employee management. The revolutionary effects of artificial intelligence (AI) on human resource management (HRM) are examined in this study paper. This study explores the advantages and difficulties of implementing AI in HR, given the growing integration of AI tools into a range of HR tasks, including hiring, training, performance reviews, and employee engagement. The report also discusses the evolving role of HR experts, ethical issues, and recommendations for the thoughtful incorporation of AI into HRM. Through process automation, better decision-making, and improved employee experiences, AI is revolutionizing HRM. Automated Resume Screening: AI technologies are able to more quickly and precisely scan and filter resumes. Chatbots for First Contact: AI chatbots answer questions from candidates and do first interviews. Bias Reduction: Although caution must be exercised to prevent algorithmic bias, algorithms can aid in the reduction of unconscious bias in hiring.