The Impact of Artificial Intelligence on Human Resources Management Strategy: Opportunities for the Humanisation and Risks

Abstract

The article discusses the growing role of artificial intelligence in human resources management strategy. The results of research and practical experience confirm the possibility of using artificial intelligence to humanise human resource management (reducing bias in the selection of personnel, mastering employees’ experience, personalising training, analysing the emotional state of employees, and managing their wellbeing) are generalised. Highlighted are the risks of dehumanisation of personnel management when introducing artificial intelligence, which can be caused by both new threats and the strengthening of existing problems in this area.

Understanding employee experiences with technology integration in Indian industries: A qualitative study

“…AI usage in HR Management is discussed in the paper by [8] and its impact on customized interventions and minimization of biases is highlighted by [6] for instance, prioritizing reskilling employees to meet the technical disruptions, especially in the MNCs is important. Moreover, [7], who focused on AI and robotics and their effects on future job opportunities emphasize that the use of AI will create new job opportunities as well as reduce human efforts thus necessitating the need to make proactive policies that address these areas of AI. Apart from that, [15] discusses AI's influence on employee engagement, stating that your employees should be active and passionate about their jobs for your organization to be successful.…”

A Systematic Bibliometric Analysis on the Current Digital Human Resources Management Studies and Directions for Future Research

“…By using artificial intelligence, accurate results have emerged in the stages of training suggestions for the personnel and the most necessary trainings, checking and evaluating the candidates in the recruitment process. Konovalova et al (2022) made a significant contribution to the literature in the selection of candidates in the recruitment process by using artificial intelligence technology, to prevent discrimination based on gender, age, race and ethnicity, to reduce human prejudice and to provide objective representation based on data. Because identifying, prioritizing and retaining high-potential employees by using artificial intelligence will increase productivity as well as reduce prejudices against bad impressions of recruitment processes (Konovalova et al, 2022).…”

“…Wang et al, 2022;Ni, 2022;Nankervis and Cameron, 2022;Konovalova et al, 2022;Ziebell et al, 2019;Qalhati et al 2020;Vahdat, 2022). It is seen that technology and communication topics such as Internet of Things (IoT), cloud computing, big data, HR informatization, artificial intelligence, mobile communication network, and digital transformation have been intensified in the fields associated with digital HRM applications since the last few years.…”

“…It is seen that technology and communication topics such as Internet of Things (IoT), cloud computing, big data, HR informatization, artificial intelligence, mobile communication network, and digital transformation have been intensified in the fields associated with digital HRM applications since the last few years. However, it is seen that the studies that contribute to the theory in different ways, such as employee's performance(Qalhati et al 2020), engagement, wellbeing, discrimination are associated with HRM strategy(Konovalova et al 2022).…”

Towards Algoritm-Assisted Career Management - the Challenge for New Immigration Countries. Predicting the Migrant"S Work Trajectory Using Ensemble Learning

“…The ensemble machine learning techniques could also significantly aid the reasoning and help find new internal data relations for labour studies. It is widely believed that redesigning the workplace to integrate AI will become necessary to stay competitive or survive (Konovalova et al, 2022). AI was first introduced in the 1950s and has experienced ups and downs.…”