Journal of Work-Applied Management,
Journal Year:
2025,
Volume and Issue:
unknown
Published: Feb. 20, 2025
Purpose
This
research
paper
explores
the
adoption
and
impact
of
Human
Resource
(HR)
Analytics
Artificial
Intelligence
(AI)
in
Information
Technology
(IT)
sector.
The
study
involves
interviews
with
HR
experts
IT
industry
to
understand
their
perceptions
experiences
these
technologies.
Design/methodology/approach
Data
were
collected
through
semi-structured
interviews,
which
fifteen
managers
interviewed.
Findings
findings
reveal
that
AI
significantly
functions,
capabilities,
decision-making
To
successfully
adopt
analytics
AI,
professionals
must
possess
technical
skills
such
as
data
analysis,
coding,
analytical
thinking,
design
domain
knowledge.
interviewees
also
highlighted
importance
connecting
initiatives
financial
outcomes,
creating
strategies,
contributing
processes,
aligning
activities
organizational
objectives.
Originality/value
incorporates
insights
on
challenges
adopting
along
strategies
overcome.
Technological Forecasting and Social Change,
Journal Year:
2024,
Volume and Issue:
202, P. 123301 - 123301
Published: March 5, 2024
Research
on
the
application
of
Artificial
Intelligence
(AI)-based
technologies
in
HRM
domain
has
attracted
significant
scholarly
attention.
Yet,
few
studies
have
consolidated
key
trends
adopting
AI
for
HRM,
especially
managerial
competencies
required
AI-based
and
identifying
research
directions
HR
managers,
including
development
an
AI-focused
competency
framework
managers.
A
systematic
literature
review
(SLR)
bibliometrics
analysis
were
conducted
to
identify
current
direction
managers
HRM.
Several
themes
capabilities
identified,
utilizing
Dynamic
Capabilities
View
(DCV).
The
SLR
identified
applications
various
tools
techniques
functions,
recruitment
selection
was
one
with
broadest
use
applications.
Managerial
cognitive
capability,
human
capital,
social
capital
DCV
considered
initial
coding
categories
under
which
are
adoption
This
study
utilized
SLR,
Bibliometric,
directed
content
as
three
distinct
but
interrelated
sets
methodologies
extracting
novel
insights
into
It
highlights
associated
that
need
mapping
its
adoption.
Information,
Journal Year:
2025,
Volume and Issue:
16(1), P. 51 - 51
Published: Jan. 15, 2025
This
paper
examines
the
key
factors
recognized
as
transformative
in
field
of
human
resource
management
(HRM)
and
explores
their
influence
on
global
adoption
artificial
intelligence
(AI).
While
AI
holds
significant
promise
for
enhancing
HRM
efficiency,
employee
engagement,
Decision
Making,
its
implementation
presents
a
range
organizational,
technical,
ethical
challenges
that
organizations
worldwide
must
navigate.
Change
aversion,
data
security
worries,
integration
expenses
are
major
roadblocks,
but
strong
digital
leadership,
company
culture,
advancements
NLP
machine
learning
enablers.
complex
analysis
questions
common
perception
only
disruptive
by
delving
into
relationship
between
power
dynamics,
corporate
technology
infrastructures.
In
this
paper,
we
bring
together
research
from
several
fields
to
help
scholars
practitioners
understand
nuances
HRM,
with
an
emphasis
importance
inclusive
methods
frameworks.
Interdisciplinary Humanities and Communication Studies,
Journal Year:
2024,
Volume and Issue:
1(6)
Published: April 16, 2024
From
the
perspective
of
Chinese
employees,
this
study
delves
into
evolving
employment
relationship
amidst
digital
transformation,
specifically
examining
impact
AI
on
job
satisfaction
and
psychological
contracts.
Utilizing
an
online
survey,
data
was
collected
from
321
subsequent
statistical
analysis
gathered
metrics
evaluated
foundations
behavioral
outcomes
associated
with
integration
in
workplace.
The
findings
reveal
that,
although
implementation
positively
correlates
reinforcement
contracts,
existence
transformational
leadership
tends
to
attenuate
positive
correlation.
Discover Artificial Intelligence,
Journal Year:
2024,
Volume and Issue:
4(1)
Published: May 13, 2024
Abstract
The
rapid
advancement
of
Artificial
Intelligence
(AI)
in
the
business
sector
has
led
to
a
new
era
digital
transformation.
AI
is
transforming
processes,
functions,
and
practices
throughout
organizations
creating
system
process
efficiencies,
performing
advanced
data
analysis,
contributing
value
creation
organization.
However,
implementation
adoption
systems
organization
not
without
challenges,
ranging
from
technical
issues
human-related
barriers,
leading
failed
transformation
efforts
or
lower
than
expected
gains.
We
argue
that
while
engineers
scientists
excel
handling
data-related
tasks,
they
often
lack
insights
into
nuanced
human
aspects
critical
for
organizational
success.
Thus,
Human
Resource
Management
(HRM)
emerges
as
crucial
facilitator,
ensuring
are
aligned
with
values
goals.
This
paper
explores
role
HRM
harmonizing
AI's
technological
capabilities
human-centric
needs
within
achieving
objectives.
Our
positioning
delves
HRM's
multifaceted
potential
contribute
toward
success,
including
enabling
transformation,
humanizing
usage
decisions,
providing
strategic
foresight
regarding
AI,
facilitating
by
addressing
concerns
related
fears,
ethics,
employee
well-being.
It
reviews
key
considerations
best
operationalizing
through
culture,
leadership,
knowledge,
policies,
tools.
By
focusing
on
what
can
realistically
achieve
today,
we
emphasize
its
reshaping
roles,
advancing
skill
sets,
curating
workplace
dynamics
accommodate
implementation.
repositioning
involves
an
active
aspirations,
rights,
individuals
integral
economic,
social,
environmental
policies
study
only
fills
gap
existing
research
but
also
provides
roadmap
seeking
improve
their
journey.
Frontiers in Psychology,
Journal Year:
2024,
Volume and Issue:
15
Published: June 3, 2024
This
study
analyzes
the
existing
academic
literature
to
identify
effects
of
artificial
intelligence
(AI)
on
human
resource
(HR)
activities,
highlighting
both
opportunities
and
associated
challenges,
roles
employees,
line
managers,
HR
professionals,
collectively
referred
as
triad.
Advances in human resources management and organizational development book series,
Journal Year:
2023,
Volume and Issue:
unknown, P. 85 - 117
Published: Dec. 29, 2023
The
pervasiveness
of
artificial
intelligence
(AI)
within
contemporary
organisations
is
an
undeniable
phenomenon.
primary
objective
this
chapter
to
undertake
a
meticulous
bibliometric
analysis
the
scholarly
literature
that
investigates
interconnected
exploration
utilisation
and
ramifications
realm
human
resource
management
(HRM).
researchers
consulted
valued
scientific
database
Scopus,
which
proved
be
fount
knowledge.
Ninety-one
documents
were
initially
retrieved
meticulously
chosen
for
analysis.
data
underwent
processing
through
esteemed
Bibliometrix
software
sophisticated
Biblioshiny
application
tool.
results
evince
(HRM)
constitutes
emerging
domain
inquiry,
characterised
by
continuous
unwavering
expansion
promising
trajectory
future.
Finally,
discourse
examined
comparative
themes
emerged
before
after
advent
COVID-19
pandemic.
Personnel Review,
Journal Year:
2024,
Volume and Issue:
unknown
Published: July 17, 2024
Purpose
Starting
from
the
relevance
of
ethics
to
application
artificial
intelligence
(AI)
in
context
employee
recruitment
and
selection
(R&S),
this
article,
we
aim
provide
a
comprehensive
review
literature
light
main
ethical
theories
(utilitarian
theories,
justice,
rights)
identify
future
research
agenda
practical
implications.
Design/methodology/approach
On
basis
best-quality
most
influential
journals,
conducted
systematic
120
articles
two
databases
(Web
Science
Scopus)
descriptive
results
adopt
framework
for
deductive
classification
topics.
Findings
Inspired
by
three
identified
thematic
lines
enquiry
debate
on
AI
R&S:
(1)
utilitarian
view:
efficient
optimisation
R&S
through
AI;
(2)
justice
perceptions
fairness
related
techniques;
(3)
rights
respect
legal
human
requirements
when
is
applied.
Originality/value
This
article
provides
detailed
assessment
adoption
process
standpoint
traditional
offers
an
integrative
theoretical
broader
field
HRM.
