LEVERAGING ARTIFICIAL INTELLIGENCE IN HRM: OPPORTUNITIES AND ETHICAL CHALLENGES

The incorporation of Artificial Intelligence (AI) into Human Resource Management (HRM) has become a revolutionary force, altering conventional HR methodologies and facilitating data-driven decision-making. AI tools for hiring, evaluating performance, training employees, and planning the workforce give businesses more chances than ever to improve efficiency, objectivity, and strategic value creation. AI promises to make organizations more competitive and keep employees interested by automating repetitive tasks and tailoring their experiences. But this new technology also brings up serious moral problems. Over-reliance on AI can lead to problems like algorithmic bias, lack of transparency in decision-making, possible violations of employee privacy, and the loss of the "human touch" in HR processes. Also, the lack of strong rules and ethical standards makes it easier for people to misuse things, which leads to distrust and possible legal problems. This study critically analyses the dual influence of AI in HRM, highlighting significant opportunities and urgent ethical dilemmas. It stresses the importance of finding a balance between technological progress and human oversight, ethical auditing, and accountability systems. The research seeks to offer practical recommendations for organizations and policymakers to facilitate the responsible integration of AI in human resource management by examining existing literature and case studies. This work emphasizes that the effective incorporation of AI into HRM necessitates not only technological proficiency but also ethical accountability, transparency, and inclusivity to realize enduring organizational and societal advantages.