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Original Research


S. SINDUJA 1, and Dr. R.JAYAM 2.

Vol 18, No 08 ( 2023 )   |  Author Affiliation: Research Scholar, Faculty of Management Studies, Dr. MGR Educational and Research Institute, University, Maduravoyal, Chennai 1: Professor & Head, Department of Human Resource Management, Dr. MGR Educational and Research Institute, University, Maduravoyal, Chennai 2.   |   Licensing: CC 4.0   |   Pg no: 1062-1066   |   Published on: 26-08-2023


For HR managers, the emergence of artificial intelligence (AI) poses a perplexing conundrum. On the one hand, HR may greatly benefit from AI by enhancing efficiency, streamlining procedures, and enabling data-driven decision-making. On the other hand, AI-based solutions may result in unjust discrimination, a lack of transparency, a violation of personal information, and a decline in worker confidence. Given these opposing factors, HR managers should apply AI-based HRM in a balanced manner. This article offers a framework that HR managers may use to help them with this process. The model takes into account a firm's state of assimilation of AI technology as well as the viewpoint of its personnel. Any choice to switch to AI should be based on the amount of technological preparedness as well as the inherent complexity of the HR activity. HR managers can deliver a fantastic employee experience and ensure improved decision-making by focusing their efforts.


AI Technology, Human Resource Management, Ethics, Employee Engagement