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Journal articles on the topic 'AI in HR'

Author: Grafiati

Published: 2 June 2025

Last updated: 31 July 2025

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1

Gulliford, Fred, and Amy Parker Dixon. "AI: the HR revolution." Strategic HR Review 18, no. 2 (2019): 52–55. http://dx.doi.org/10.1108/shr-12-2018-0104.

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Purpose Artificial intelligence (AI) and robotics are already here, influencing almost every single industry in one way or another. Organisational scientists at Qlearsite use AI and machine learning to unleash the business potential languishing in workforce data – something previously unusable because of its format. This paper aims to track the initial implementation of AI up to present day, based on Qlearsite’s corporate experience. Design/methodology/approach Using actual experiences, Qlearsite were tasked with demonstrating how businesses can better understand their workforce, identify perf

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Dr. Uma Warrier. "Revolutionizing Hr: Unraveling Hr Professionals' Perspectives On Ai Integration Through Qualitative Insights." Journal of Information Systems Engineering and Management 10, no. 29s (2025): 519–33. https://doi.org/10.52783/jisem.v10i29s.4502.

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The use of Artificial intelligence (AI) in Human Resource Management (HRM) has become increasingly popular and has the potential to greatly impact HR professionals across various industries. This study aims to comprehensively understand how HR professionals perceive the use of AI in the HRM field. Through semi-structured interviews with 19 HR professionals from different industries, their responses were thematically analyzed. The research identifies four central themes that demonstrate the multifaceted role of AI in HRM: Utility of AI in HR Functions, AI Application in HRM, Upskilling for AI,

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Ramprasad Reddy Mittana. "AI in HR: Enabling HR shared service center automation with GenAI." World Journal of Advanced Engineering Technology and Sciences 15, no. 1 (2025): 529–37. https://doi.org/10.30574/wjaets.2025.15.1.0243.

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This article examines the transformative impact of Artificial Intelligence (AI) and Generative AI on HR shared service centers. The article explores how AI technologies are revolutionizing traditional HR functions, from routine administrative tasks to strategic workforce planning. Through a comprehensive analysis of current implementations and future trends, the article investigates the integration of Intelligent Process Automation (IPA), Natural Language Processing (NLP), and advanced analytics in HR services. The article demonstrates significant improvements in operational efficiency, cost o

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Nyathani, Ramesh. "AI-Driven HR Analytics: Unleashing the Power of HR Data Management." Journal of Technology and Systems 5, no. 2 (2023): 15–26. http://dx.doi.org/10.47941/jts.1513.

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The rapidly evolving landscape of Human Resources (HR), begins by emphasizing the significance of HR analytics, underlining its evolution and the advantages it offers through data-driven decision-making. The paper establishes the foundation of effective HR analytics, highlighting the importance of employee data management, including collection, storage, quality assurance, and governance of all kinds of employee data. AI's transformative role takes center stage, showcasing how AI enhances employee data processing and analysis. Real-world best practices illustrate the potential of AI-driven HR a

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Manoharan, Prabu. "A Review on AI Driven HR Systems: Revolutionizing HR Systems and Talent Management." Scholars Journal of Engineering and Technology 12, no. 06 (2024): 179–84. http://dx.doi.org/10.36347/sjet.2024.v12i06.001.

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The advent of artificial intelligence (AI) has heralded a transformative era in various domains, including human resource (HR) management. This research paper explores the profound impact of AI-driven systems on HR practices and talent management. Traditional HR systems often face challenges such as inefficiencies, biases, and the inability to manage large volumes of data effectively. AI technologies, with their capabilities in data analytics, machine learning, and automation, offer innovative solutions to these challenges. This study investigates how AI can enhance various HR functions, inclu

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Dadheech, Harshita. "AI-Driven HR Analytics: Unleashing the Power of HR Data Management." Shanlax International Journal of Management 11, S1-Mar (2024): 163–71. http://dx.doi.org/10.34293/management.v11is1-mar.8098.

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The quickly changing field of human resources (HR) starts by highlighting the importance of HR analytics, its development, and the benefits it provides for making data-driven decisions. The foundation for efficient HR analytics is laid out in this article, which also emphasizes the significance of employee data management, which includes the governance, quality assurance, and collection, storage, and collection of all types of employee data. AI’s revolutionary significance is highlighted, demonstrating how AI improves the processing and analysis of employee data. The AI-driven HR Analytics Wor

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Dr., Archana J. R. "Navigating the AI-Human Nexus: A Framework for Job Evolution in the Intelligent Enterprise." Journal of Research and Innovation in Technology, Commerce and Management Vol. 2, Issue 5 (2025): 2585–92. https://doi.org/10.5281/zenodo.15471273.

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Generative AI is reshaping Human Resources (HR) by transforming traditional practices, redefining job roles, and enhancing collaboration between humans and AI systems. This study, titled "Navigating the AI-Human Nexus: A Framework for Job Evolution in the Intelligent Enterprise", explores the awareness, benefits, challenges, and future outlook of generative AI in HR operations. The research aims to assess the level of understanding and perceived impact of generative AI on HR processes, evaluate its advantages such as improved efficiency and decision-making, and address challenges like ethical

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Arora, Ritu Gandhi, and Neha Kumari Siradhana. "HR Transformation Through Artificial Intelligence." International Journal of Information Systems and Social Change 13, no. 1 (2022): 1–16. http://dx.doi.org/10.4018/ijissc.309736.

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Artificial intelligence is an upsetting technology poised to unbridle the subsequent movement of digital revolution and is altering the approach of managing human resources. AI is assisting managers to work productively in making speedy, intelligent, and error-free decisions. The main objective of this paper is to understand the application/benefits of adopting AI and the challenges faced by HR managers while adopting the AI-based processes through literature review. This is an exploratory study that will help researchers in understanding the benefits of adopting these practices from hiring ti

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Erbay, A. "HR TECHNOLOGY TRENDS: HOW AI AND AUTOMATION ARE TRANSFORMING HR OPERATIONS." Scientific heritage, no. 125 (November 23, 2023): 82–85. https://doi.org/10.5281/zenodo.10199864.

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HR technology is the application of information technology, especially artificial intelligence (AI) and automation, to various aspects of human resources, such as selection, training, development, motivation, assessment, analytics and others. Artificial intelligence and automation are transforming HR operations in many ways. Improved efficiency and reduced time spent on routine and repetitive tasks such as resume screening, interviewing, filling out documents, creating reports, etc. Improving the quality and accuracy of decision making based on data and analytics that can identify trends, pred

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Dr., Archana J. R. "Navigating the AI-Human Nexus: A Framework for Job Evolution in the Intelligent Enterprise." Journal of Research and Innovation in Technology, Commerce and Management Vol. 2, Issue 5 (2025): 2585–92. https://doi.org/10.5281/zenodo.15471731.

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Generative AI is reshaping Human Resources (HR) by transforming traditional practices, redefining job roles, and enhancing collaboration between humans and AI systems. This study, titled "Navigating the AI-Human Nexus: A Framework for Job Evolution in the Intelligent Enterprise", explores the awareness, benefits, challenges, and future outlook of generative AI in HR operations. The research aims to assess the level of understanding and perceived impact of generative AI on HR processes, evaluate its advantages such as improved efficiency and decision-making, and address challenges like ethical

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BENNY, NAIJIL. "HR Technology & Automation: Adapting to AI, HR Software, and Balancing Automation with Human Interaction." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 04 (2025): 1–9. https://doi.org/10.55041/ijsrem44615.

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The rapid digital transformation in modern organizations has led to a fundamental shift in how Human Resources (HR) functions. With the integration of Artificial Intelligence (AI) and advanced HR software, traditional administrative and operational roles in HR are now being supplemented, and in some cases replaced, by intelligent systems. This paper explores the role of AI algorithms and automation in various HR processes, including recruitment, employee engagement, performance evaluation, and sentiment analysis. It also highlights the ethical and practical need to maintain human interaction i

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K, Dr Vidhya. "AI FOR HR: A TOOLKIT FOR OVERCOMING CHALLENGES." JCER’S KALEIDOSCOPE JOURNAL OF MANAGEMENT RESEARCH 1, no. 1 (2025): 101–10. https://doi.org/10.62801/jkjmr1.10.

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The integration of Artificial Intelligence (AI) into Human Resources (HR) management offers transformative potential, from streamlining recruitment processes to enhancing employee engagement and performance analysis. However, the adoption of AI in HR comes with challenges, including ethical concerns, biases, and regulatory implications. This study examines the World Economic Forum's "Human-Centered AI for HR Toolkit," a comprehensive guide designed to help HR professionals navigate these challenges responsibly. The toolkit provides strategic planning frameworks, adoption checklists, and action

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Chandratreya, Dr Abhijit. "AI in HR: A Comprehensive Analysis and Framework for Success." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 08, no. 008 (2024): 1–11. http://dx.doi.org/10.55041/ijsrem37020.

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Artificial Intelligence (AI) is transforming the field of Human Resources (HR), revolutionizing how organizations manage their workforce. This paper provides a comprehensive analysis of AI's impact on HR practices, from recruitment and talent management to employee engagement and decision-making. It explores the benefits and challenges of AI adoption in HR and offers a practical framework for successful implementation. By examining real-world case studies and current trends, this paper equips HR professionals and organizational leaders with the knowledge and strategies needed to harness the po

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Kobets, Dmytro. "USING ARTIFICIAL INTELLIGENCE TO EVALUATE ESG INDICATORS IN HR PRACTICES." Economics and Management, no. 1 (2025): 62–67. https://doi.org/10.32782/2312-7872.1.2025.09.

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The article examines the potential applications of artificial intelligence (AI) tools for assessing ESG indicators in HR practices. The relevance of this study is driven by the increasing role of environmental, social, and governance (ESG) factors in corporate management and the need for their effective analysis. Traditional ESG assessment methods, such as expert evaluations, internal audits, and reporting, are resource-intensive and do not always ensure objectivity. In contrast, AI enables the automation of data collection, analysis, and interpretation, facilitating timely strategic decision-

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Sindhi, Purti. "The Impact of Artificial Intelligence on Human Resource Practice." INTERNATIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 06 (2025): 1–9. https://doi.org/10.55041/ijsrem50828.

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Artificial Intelligence (AI) is changing Human Resource (HR) practices in the digital age. From hiring to employee engagement and performance evaluation, AI tools and platforms help HR departments become more strategic and efficient. This paper examines how AI is reshaping traditional HR models by improving personalization, trust, and operational efficiency. Through surveys and a literature review, the study explores the role of AI- powered influencers in HR, evaluates ethical concerns regarding AI use in HR, and identifies factors that determine AI credibility and influence. The findings sugg

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Panek, Adam. "The use of artificial intelligence in the HR processes of logistics companies." Nowoczesne Systemy Zarządzania 19, no. 3 (2024): 29–40. https://doi.org/10.37055/nsz/203229.

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Cel badań i hipotezy/pytania badawczeArtykuł omawia zastosowanie sztucznej inteligencji w zarządzaniu zasobami ludzkimi w przedsiębiorstwach logistycznych, ze szczególnym uwzględnieniem procesów rekrutacji, szkoleń i zarządzania wydajnością. Przedstawione w pracy rozważania pozwalają na sformułowanie następujących pytań badawczych, które stanowią podstawę wywodu w opracowaniu: 1. Czy sztuczna inteligencja zwiększa efektywność procesów rekrutacyjnych w przedsiębiorstwach logistycznych? 2. Czy na poziom zaangażowania i wydajności pracowników logistyki ma wpływ personalizacja szkoleń opartych na

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Voronova, I. V., and O. A. Rasskazova. "Artificial intelligence for human resources management." Entrepreneur’s Guide 17, no. 3 (2024): 82–89. http://dx.doi.org/10.24182/2073-9885-2023-17-3-82-89.

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The study determines the impact of artificial intelligence (AI) on human resources (HR) management. Based on a comparative analysis of three Russian developers of AI applications, the recruitment processes that can currently be implemented with the help of AI were investigated. Comparison of recruiting processes with already existing AI applications will allow understand the extent of AI involvement in HR processes. The purpose of this study is to identify existing AI applications for HR management, in terms of their functional content, and the benefits that HR departments gain from using them

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TSYMBALIUK, Svitlana, Alla VASYLYK, and Olga BILYK. "Artificial Intelligence in HR: Practices and Prospects of the Spread in Ukraine." Eurasia Proceedings of Science Technology Engineering and Mathematics 17 (September 16, 2022): 152–60. http://dx.doi.org/10.55549/epstem.1176076.

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The main purpose of the study is to assess the use of Artificial Intelligence (AI) in HR in Ukrainian organizations practice and the prospects of the AI spread in HR. The results of the survey confirmed the first working hypotheses that the spread of AI in HR is a natural process; and partially confirmed the second hypothesis that the use of AI in HR has both positive and negative consequences. Due to the spread of AI in HR today, one of the most important competencies of HR professionals is the ability to perform various HR functions and processes using AI technologies, which requires appropr

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Hogg, Peter. "Artificial intelligence: HR friend or foe?" Strategic HR Review 18, no. 2 (2019): 47–51. http://dx.doi.org/10.1108/shr-11-2018-0094.

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Purpose While the use of artificial intelligence (AI) in the workplace is on the rise, few understand how it will affect our jobs. Will it be a hindrance? A threat? Or the solution to the current productivity dilemma? As with any new, and largely untested, technology, AI brings both challenges and opportunities that we need to be conscious of. Design/methodology/approach The current and potential future implementation of AI technologies at Schneider Electric is assessed. Findings In HR, it is our responsibility to help navigate business leaders towards making the best business decision, often

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Cahyatih Kumandang, Ruslaini Ruslaini, Seger Santoso, and Muhammad Rizal. "Optimizing Organizational Performance : Exploring The Integration Of AI And HR Practices." International Conference on Education, Social Sciences and Technology (ICESST) 1, no. 2 (2022): 269–77. https://doi.org/10.55606/icesst.v1i2.381.

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In the rapidly evolving landscape of artificial intelligence (AI), optimizing human resources (HR) practices is imperative to foster organizational excellence. This qualitative research aims to explore the intersection of AI and HR practices to enhance organizational performance. The research adopts a qualitative approach utilizing in-depth interviews with HR professionals, AI specialists, and organizational leaders. Sampling techniques include purposive and snowball sampling to ensure diverse perspectives are captured. Data analysis involves thematic analysis, allowing for the identification

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Kaushik, Priyanka, Sumit Miglani, Ishaan Shandilya, Avi Singh, Disha Saini, and Aaditya Singh. "HR Functions Productivity Boost by using AI." International Journal on Recent and Innovation Trends in Computing and Communication 11, no. 8s (2023): 701–13. http://dx.doi.org/10.17762/ijritcc.v11i8s.7672.

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In today's fast-paced world, the Human Resources (HR) department plays a pivotal role in the success of any organization. With a plethora of tasks to manage, the HR team often faces the daunting challenge of screening and selecting the best candidates for various positions. To streamline this process, we propose a novel system that integrates the power of Kruskal algorithm for resume screening, conducting a qualifying test called "BTNT," and psychological testing like Emotional Intelligence to analyze the shortlisted candidates. Our proposed system utilizes a Knapsack approach under Dynamic Pr

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Potluri, Rajasekhara Mouly, and Diana Serikbay. "Artificial Intelligence (AI) Adoption in HR Management." International Journal of Asian Business and Information Management 16, no. 1 (2025): 1–18. https://doi.org/10.4018/ijabim.376012.

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The research seeks to explore and analyze the various challenges associated with adopting artificial intelligence (AI) within the functional domains of human resource management, with a particular focus on its implementation in corporate sector projects across Kazakhstan. A self-administered three-part questionnaire collected data from human resources (HR) professionals in Kazakhstan. Data were processed using Microsoft Excel and R Studio R Language. McDonald's omega and Bartlett's tests ensured the questionnaire's reliability and validity for total respondents. A quantitative approach utilizi

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Dr. Bijja Vishwanath, Dr. Surendar Vaddepalli. "The Future of Work: Implications of Artificial Intelligence on Hr Practices." Tuijin Jishu/Journal of Propulsion Technology 44, no. 3 (2023): 1711–24. http://dx.doi.org/10.52783/tjjpt.v44.i3.562.

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The integration of Artificial Intelligence (AI) into Human Resources (HR) procedures has heralded the dawn of a new age in the workplace. The purpose of this research study is to shed light on how AI-driven innovations are transforming recruiting, talent management, employee engagement, and the broader HR function. It examines AI's possibilities for decreasing prejudice, increasing efficiency, and optimizing HR decision-making, while also addressing the ethical quandaries and concerns that arise from this fundamental transition. The growing importance of AI and machine learning (ML) in alterin

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Rawat, Poonam. "Emerging Role of AI in Human Resource Management." InSight Bulletin: A Multidisciplinary Interlink International Research Journal 2, no. 2 (2025): 130–33. https://doi.org/10.5281/zenodo.15075929.

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<strong><em>Abstract</em></strong> <em>Artificial Intelligence (AI) is a cutting-edge technology that empowers machines to reason, comprehend, and execute tasks traditionally performed by humans.  Businesses all over the world are leveraging AI to enhance and expedite their decision-making processes. Companies have realized the benefits of using this technology in various functions of management. The potential of AI technologies to advance Human Resource Management functions is significant. By implementing AI technology, organizations can enhance existing performance and streamline daily

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B, Shivalakshmi. "A STUDY ON ARTIFICIAL INTELLIGENCE IN HR ANALYTICS." INTERANTIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 08, no. 03 (2024): 1–5. http://dx.doi.org/10.55041/ijsrem29876.

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The phenomenon of AI has been widely studied in several areas. This paper is based on the use of artificial intelligence and its impact on HRM due to technological advancement in IT landscape. At present almost all companies are implementing AI in their functional areas to increase efficiency of employees in organization. AI role in HR domain starts with recruitment till performance appraisal of employees. The aim of the present research is to examine the relationship between artificial intelligence and Human resource functions in IT industry in Delhi/NCR location weather this relationship is

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Bhuiyan, Md Masudul Haque, Kripa Nath Dey, Palash Saha, Pankaj Kumar Sarker, Md. Halimuzzaman, and Md Tanjil Biswas. "EXPLORING THE ROLE OF ARTIFICIAL INTELLIGENCE IN TRANSFORMING HR PRACTICES." International Journal of Business Management and Economic Review 08, no. 01 (2025): 98–110. https://doi.org/10.35409/ijbmer.2025.3646.

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This study explores the role of Artificial Intelligence (AI) in transforming Human Resource (HR) practices, focusing on its impact on recruitment, employee engagement, performance management, and overall HR efficiency. Through a survey of 300 HR professionals, managers, and employees, the research evaluates the benefits and challenges of AI adoption in HR functions. The findings reveal that AI enhances efficiency, reduces biases in recruitment and performance evaluations, and improves employee satisfaction through personalized experiences. However, challenges such as high implementation costs,

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Dr. Abraham Rajan and Dr. V. Nagajothi. "AI-Powered Talent Management Strategies in HR: An Analytical Study." International Journal of Scientific Research in Modern Science and Technology 3, no. 12 (2024): 01–03. https://doi.org/10.59828/ijsrmst.v3i12.275.

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Artificial Intelligence (AI) is revolutionizing Human Resource (HR) management by enhancing talent acquisition, employee engagement, performance evaluation, and workforce planning. This study explores AI-powered talent management strategies, analysing their effectiveness, advantages, and challenges. By examining AI applications in HR, this paper highlights how organizations leverage AI-driven insights to improve efficiency, reduce biases, and enhance decision-making processes. Furthermore, the study delves into ethical concerns and the future of AI in talent management. Keywords: Artificial In

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Armutat, Sascha, Malte Wattenberg, and Nina Mauritz. "Designing an Artificial Intelligence Maturity Model for Human Resources (HR-AIMM)." International Conference on AI Research 4, no. 1 (2024): 50–58. https://doi.org/10.34190/icair.5.1.3070.

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Artificial intelligence (AI) has the potential to change the world of work radically. Wherever information processing is involved, AI can be integrated into processes with added value. From the perspective of Human Resource (HR) management, this implies three things: first, business models and performance processes in the company will undergo change; second, employee requirements will change; and third, HR processes will change. While the literature describes various AI maturity models, there has been no dedicated consideration of HR management. This article, therefore, aims to identify releva

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Nalini, M. "Transformative Horizons: Navigating the Evolution of HR through AI and Cloud Technologies." Shanlax International Journal of Management 11, iS1-Jan (2024): 41–47. http://dx.doi.org/10.34293/management.v11iis1-jan.7138.

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Artificial intelligence (AI) and cloud computing are transforming human resources (HR) throughout the digital revolution. This white paper examines how these technologies are converging and how they affect HR practices. First, the report charts the evolution of HR technology from manual methods to complex digital ecosystems. This essay stresses the vital moment when AI and cloud technologies drive HR innovation, altering talent acquisition, employee engagement, performance management, and other areas. This article discusses AI’s position in HR and its applications throughout HR. Real-world cas

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Bakar, Abu, Syah Amin Albadry, Silvia Jessika, Syahwami, and Joko Sunaryo. "Analysis of the Use of Artificial Intelligence (AI) in Human Resources Management (HR): Study at PT Semen Baturaja Persero (SMBR)." Enigma in Economics 2, no. 1 (2024): 59–62. http://dx.doi.org/10.61996/economy.v2i1.44.

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The use of artificial intelligence (AI) in human resource management (HR) has grown rapidly in recent years. AI has the potential to improve the efficiency, effectiveness and accuracy of HR processes. PT Semen Baturaja Persero (SMBR) is one of the largest cement companies in Indonesia. SMBR has applied AI to various HR processes, including recruitment and selection, training and development, performance appraisal, and compensation and benefits. This research aims to analyze the use of AI in HR management at SMBR. This research uses a qualitative method with a case study approach. Data was coll

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Kesavaraj, Dr Geeta. "A Study on Talent Tech Transformation: Revamping HR with AI." International Journal of Innovative Research in Information Security 10, no. 03 (2024): 192–95. http://dx.doi.org/10.26562/ijiris.2024.v1003.14.

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This study delves into the transformative potential of talent tech integration, specifically focusing on the revitalization of Human Resources (HR) through the infusion of Artificial Intelligence (AI). As AI continues to revolutionize various industries, its application in HR holds significant promise for enhancing efficiency, productivity, and strategic decision-making. This research investigates the hurdles and opportunities associated with integrating AI into HR practices. Through a comprehensive research methodology comprising literature review, surveys, and expert interviews, this study i

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Antoniuk, Dmytro, Bjoern Sven Ivens, and Olexandr Kolyada. "HOW IS ARTIFICIAL INTELLIGENCE CHANGING HR? ADAPTIVE MANAGEMENT FOR THE NEW ENVIRONMENT." Baltic Journal of Economic Studies 11, no. 2 (2025): 13–26. https://doi.org/10.30525/2256-0742/2025-11-2-13-26.

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The integration of artificial intelligence (AI) into human resource management (HRM) is a pivotal factor in the transformation of conventional HR practices. The increasing complexity of HR processes, in conjunction with the mounting necessity for personalisation, efficiency and adaptability, underscores the importance of leveraging AI-based solutions within contemporary organisations. The objective of this research is to explore the role of AI in HRM, analyse its impact on adaptive management approaches, and identify key factors that impact the successful implementation of AI in HR processes.

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Kayusi, Fredrick, Petros Chavula, Michael Keari Omwenga, et al. "AI-Driven HR Analytics: Transforming Talent Management and Employee Engagement." Revista Multidisciplinaria Voces de América y el Caribe 2, no. 1 (2025): 558–82. https://doi.org/10.69821/remuvac.v2i1.214.

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The research study explored the role of Artificial Intelligence in HR Analytics and its impact on talent acquisition, employee engagement, performance management, and learning and development. We have used the mixed-methods research approach by studying the extensive literature review and a quantitative survey of 146 HR professionals to examine how AI-driven tools are reshaping the Human Resource management dimension and its functions. Key findings highlight that AI has significantly reduced time-to-hire by 51.1%, improved appraisal accuracy by 50.8%, increased employee satisfaction by 51.3%,

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Alsaif, Talal, Hammad Alshammari, and Ibrahim Abdullah Alhamad. "Human Resources Practices in Non-profit Organizations: Evidence from the Kingdom of Saudi Arabia." Revista Amazonia Investiga 11, no. 54 (2022): 18–29. http://dx.doi.org/10.34069/ai/2022.54.06.2.

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Non-profit organizations (NPOs) are essential to the economic planning process in Saudi Arabia. This study examines the Human Resource (HR) practices of Saudi Arabian non-profit organizations. It is based on a primary survey administered to 201 employees of the four types of existing non-profit organizations (NPOs) in Saudi Arabia (Qur'an Memorization Society, Dawah Society, Specialized Society, and Development Committee) using a structured questionnaire. The questionnaire was intended for the eight existing HR practices: work design, HR planning, polarization, selection, training and developm

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Shlyapov, Ivan Viktorovich, Elizaveta Il'inichna Titovnina, and Pavel Yurievich Gurushkin. "Artificial intelligence technologies in digital HR communications: prospects and risks." Litera, no. 2 (February 2025): 72–84. https://doi.org/10.25136/2409-8698.2025.2.73198.

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The author discusses artificial intelligence (AI) technologies in the field of digital HR communications, their prospects and risks. The object of the research is digital HR communications, and the subject is the use of AI technologies in personnel management and optimization of HR processes. The impact of digitalization on the processes of recruitment, adaptation, training and retention of employees is investigated, as well as the advantages and disadvantages of implementing AI in HR are analyzed. Examples of domestic and foreign platforms using machine learning algorithms to automate recruit

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Ganatra, Nimit J., and Jainisha D. Pandya. "The transformative impact of artificial intelligence on hr practices and employee experience: A review." Journal of Management Research and Analysis 10, no. 2 (2023): 106–11. http://dx.doi.org/10.18231/j.jmra.2023.018.

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This review paper explores the profound impact of Artificial Intelligence (AI) on Human Resources (HR) practices and employee experience. With the rapid advancement of AI technologies, organizations are increasingly integrating AI-driven solutions into various HR functions. This paper provides a comprehensive examination of the current state of AI adoption in HR, delving into its implications for recruitment, training, performance management, and employee engagement. Additionally, it explores the effects of AI on the overall employee experience, including job satisfaction, well-being, and work

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Priyank Mohan, Sneha Aravind, FNU Antara, Dr Satendra Pal Singh, Om Goel, and Shalu Jain. "Leveraging Gen AI in HR Processes for Employee Termination." Darpan International Research Analysis 12, no. 3 (2024): 847–68. http://dx.doi.org/10.36676/dira.v12.i3.134.

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The integration of Generative AI in Human Resource (HR) processes, particularly for employee termination, represents a significant evolution in how organizations manage sensitive employment decisions. This study explores the transformative impact of AI technologies on the termination process, highlighting their potential to enhance efficiency, communication, and fairness. By employing AI-driven tools, HR departments can streamline termination procedures, improve the quality of decision-making, and foster a more empathetic experience for affected employees. The research examines various AI appl

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Manisha Anil Vhora, Vidya Bhandwalkar, and Prashant Mangesh Rege. "AI-driven HR analytics: Enhancing decision-making in workforce planning." Scientific Temper 15, no. 04 (2024): 3299–308. https://doi.org/10.58414/scientifictemper.2024.15.4.39.

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Conventional workforce planning methods have been revolutionized by the incorporation of artificial intelligence (AI) into human resource (HR) analytics. The effect of AI-powered HR analytics on organizational decision-making is examined in this paper. Organizations may use predictive analytics, data mining, and machine learning to make educated judgments about talent management, employee performance, and retention tactics. The research employs a quantitative technique, gathering information from 150 individuals via survey questionnaires to assess how well AI-pushed HR analytics may also enhan

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Rajasekhar, Dr T. "A STUDY ON ARTIFICIAL INTELLIGENCE IN HR." International Scientific Journal of Engineering and Management 03, no. 04 (2024): 1–9. http://dx.doi.org/10.55041/isjem01553.

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Artificial Intelligence is rapidly revolutionizing so many industries at such an alarming rate that one such advanced AI robot, Sophia, joined the panel and was pitched questions during the United Nations’s convention on sustainable development. Artificial intelligence is producing multiple solutions for hiring managers including basic recruiting tools, intermediate applications and advanced AI solutions. Together or independently, these tools are creating a more effective way for human resources to predict a candidate’s future success with their company. artificial intelligence (AI) is transf

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Singh, Saksham. "The Role of Artificial Intelligence in HR Practices." INTERNATIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 06 (2025): 1–9. https://doi.org/10.55041/ijsrem50528.

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Abstract In the evolving landscape of modern businesses, Artificial Intelligence (AI) has emerged as a transformative force, particularly in the realm of Human Resource Management (HRM). From automating mundane tasks to generating predictive insights, AI is reshaping how HR professionals operate. This research paper delves deep into the integration of AI in HR practices across India, with a focus on real-world applications, challenges, and ethical considerations. Using a comprehensive mixed-method research approach, the study engages HR professionals from various sectors, capturing a broad spe

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Ilango, Kessavane. "A Study of Reducing HR Redundancy Processes with Agentic AI." Journal of Advances in Developmental Research 16, no. 1 (2025): 1–10. https://doi.org/10.5281/zenodo.14993242.

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In modern Human Resources (HR) management, the necessity to streamline administrative processes and eliminate redundancy has become paramount. This study examines the potential of agentic artificial intelligence (AI) to revolutionize HR operations, with a particular focus on reducing redundant tasks. By employing agentic AI, HR departments can achieve higher efficiency, accuracy, and employee satisfaction. This research investigates various AI models and their applications in automating repetitive tasks such as resume screening, employee onboarding, and performance evaluations. The findings su

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Sahaya Raj, Dr J. Arputha. "AI IN HR: TRANSFORMING THE FUTURE OF WORK." International Journal of Research in Commerce and Management Studies 06, no. 06 (2024): 198–210. https://doi.org/10.38193/ijrcms.2024.6617.

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Artificial Intelligence (AI) is revolutionizing Human Resources (HR), enabling automation of repetitive tasks, predictive analytics for workforce management, and personalized employee experiences. This research explores the multifaceted impact of AI on HR, focusing on its benefits, challenges, and potential to create inclusive workplaces. It also examines recent advancements, supported by 2023–24 data and case studies. The study identifies gaps in implementation and provides actionable insights for organizations aiming to leverage AI for strategic advantage.

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Chhabra, Gunjan, and Snigdha Malhotra. "Navigating the challenges of artificial intelligence in HR landscape." Model Assisted Statistics and Applications 19, no. 3 (2024): 283–91. http://dx.doi.org/10.3233/mas-241935.

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The paper delves into the critical significance of incorporating Artificial Intelligence (AI) into Human Resource (HR) functions. It extensively explores the multifaceted challenges encountered by organizations during AI implementation in HR, with a particular focus on the vital aspect of employee understanding and acceptance. To elucidate these challenges faced in adopting AI technologies, this study undertakes a comprehensive exploration of the obstacles. This paper adopts a two-phased methodology to explore the critical significance of integrating AI into HR functions and the multifaceted c

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Faizanuddin, Md, Danish Anwar, and Altaf Mallik. "HR Analytics with Artificial Intelligence: Effects, and Future Horizons." Edu - Tech Enterprise 3 (May 19, 2025): 37. https://doi.org/10.71459/edutech202537.

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Introduction; This article provides a comprehensive overview of the current state, challenges, and potential applications of artificial intelligence (AI) within the realm of human resource management (HRM). AI has demonstrated the capability to significantly transform various HR functions. Objective; The article explores how AI-driven tools and technologies are being applied across key HR processes, including recruitment, performance management, learning and development, and employee engagement. Method; The dataset is split into training and testing sets, with the target variable excluded from

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Maraver, Mara Grace, and Preciosa Villacruel. "Acceptance of artificial intelligence in selected manufacturing industries in San Pablo City: An input on human resource pla." Industry and Academic Research Review 5, no. 1 (2024): 72–96. http://dx.doi.org/10.53378/iarr.924.121.

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This study focuses on developing a human resource (HR) plan for integrating Artificial Intelligence (AI) in HR management across selected manufacturing companies. It evaluated the AI literacy of HR employees, their perceptions of AI’s usefulness and ease of use, the challenges they face with AI integration, and how AI is being developed within HR management. Employing a mixed-method design, the study gathered data from forty-eight (48) HR employees using a validated questionnaire and conducted thematic analysis on interviews with 10 selected participants. The findings revealed that HR employee

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Malin, Christine, Cordula Kupfer, Jürgen Fleiß, Bettina Kubicek, and Stefan Thalmann. "In the AI of the Beholder—A Qualitative Study of HR Professionals’ Beliefs about AI-Based Chatbots and Decision Support in Candidate Pre-Selection." Administrative Sciences 13, no. 11 (2023): 231. http://dx.doi.org/10.3390/admsci13110231.

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Despite the high potential of artificial intelligence (AI), its actual adoption in recruiting is low. Explanations for this discrepancy are scarce. Hence, this paper presents an exploratory interview study investigating HR professionals’ beliefs about AI to examine their impact on use cases and barriers and to identify the reasons that lead to the non-adoption of AI in recruiting. Semi-structured interviews were conducted with 25 HR professionals from 21 companies. The results revealed that HR professionals’ beliefs about AI could be categorised along two dimensions: (1) the scope of AI and (2

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Ahmad, Abid, Fazli Wadood, and Imran Khan. "Influence of Generative Artificial Intelligence on HR Practices: The Role of Innovation Climate." Journal of Asian Development Studies 13, no. 4 (2024): 110–25. https://doi.org/10.62345/jads.2024.13.4.9.

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This research uses the Socio-Technical Systems (STS) theory postulating that organizational success is a product of social and technical sub-systems, and examine the effects of generative AI on the HR practices. Furthermore, the study focuses on the mediating role of innovation climate on the relationship between generative AI and HR practices in the hospitality sector. A sample of 327 participants is selected by a convenient sampling technique from hotel employees. The data is collected through structured questionnaire and analyzed using PLS-SEM. The results of the study bring essential insig

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Subramanian, Yavana Rani, and Riya R. "The Transformative Role of Artificial Intelligence in Human Resource." International Journal on Recent Trends in Business and Tourism 08, no. 02 (2024): 14–25. http://dx.doi.org/10.31674/ijrtbt.2024.v08i02.002.

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This research paper explores the impact of artificial intelligence (AI) on human resources (HR). It focuses on the role of HR professionals evolving the influence of AI-driven practices on employee experience and the dynamics of collaboration between humans and AI. The study emphasizes a shift in HR responsibilities towards functions and highlights the crucial skills needed for success in an AI integrated environment. It identifies effects on employee experience, such as learning opportunities, while acknowledging potential drawbacks like job displacement and biased algorithms. The paper advoc

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Gupta, Medha. "Digital HR Transformation: How Technology is Reshaping HR Practices." INTERNATIONAL JOURNAL OF SCIENTIFIC RESEARCH IN ENGINEERING AND MANAGEMENT 09, no. 05 (2025): 1–9. https://doi.org/10.55041/ijsrem48662.

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ABSTRACT This study looks at how digital technologies are changing human resources (HR) management. Technologies like artificial intelligence (AI), cloud computing, human resource information systems (HRIS), and predictive analytics are transforming processes like hiring, onboarding, performance management, and employee engagement. The study, which employed a mixed-methods approach with surveys from HR professionals and secondary data from academic and industry sources, found that while digital adoption improves operational efficiency and decision-making, it also faces obstacles like data secu

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Yunan, Weng, and Golli Achraf. "AI in HR: Enhancing Performance Management and Employee Development through Intelligent Technologies." Sarcouncil Journal of Economics and Business Management 3, no. 11 (2024): 1–7. https://doi.org/10.5281/zenodo.14451243.

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The integration of Artificial Intelligence (AI) in Human Resources (HR) is revolutionizing traditional approaches to performance management and employee development. This study investigates the impact of AI-driven tools on HR functions, focusing on how AI enhances productivity, fosters employee engagement, and supports personalized growth paths. Through AI-powered platforms like Lattice, 15Five, and LinkedIn Learning, data on productivity, learning outcomes, and retention were analyzed, revealing significant improvements in key metrics. The findings demonstrate that AI enables continuous feedb

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