Artificial Intelligence in Human Resource Management: Recent Trends and Research Agenda

Akansha Mer

41 citations0/0 files storedEmerald Group Publishing Limited eBooks

No readable copy stored yet — this record is metadata only.

No open-access location is known for this record yet.

Literature note Cite in a project Citation map

AI and HR Technologies Employer Branding and e-HRM Impact of AI and Big Data on Business and Society

Abstract

Abstract The COVID-19 pandemic ushered in multiple challenges for employees, which led to employee turnover, disengagement at work, employees’ mental health issues, etc. The study tries to elucidate how artificial intelligence (AI) herald great promise in human resource management in decreasing cost, attrition level and enhancing productivity. Considering the dearth of studies on recent trends in human resource management (HRM) in the context of AI, the study elucidates the role of AI in facilitating seamless onboarding, diversity and inclusion (D&I), work engagement, emotional intelligence and employees’ mental health. Thus, a conceptual model of recent trends in HRM in the context of AI and its organisational outcomes is proposed. A systematic review and meta-synthesis method are undertaken. A systematic literature review assisted in critically analysing, synthesising, and mapping the extant literature by identifying the broad themes. The findings of the study suggest that using natural language processing (NLP) and robots has eased the onboarding process. D&I is promoted using data analytics, big data, machine learning, predictive analysis and NLP. Furthermore, NLP and data analytics have proved to be highly effective in engaging employees. Emotional Intelligence is applied through AI simulation and intelligent robots. On the other hand, chatbots, employee pulse surveys, wearable technology, and intelligent robots have paved way for employees’ mental health. The study also reveals that using AI in HRM leads to enhanced organisational performance, reduced cost and decreased intention to quit the organisation. Thus, AI in HRM provides a competitive edge to organisations by enhancing the performance of the employees.

Paper brief

Loading…

Cite this work

Citation unavailable for this work.

BibTeX RIS CSL-JSON

No public copy is stored for this record, so only the metadata is cited.

Citations in this library

Citation map →

Stored only when both papers are in the corpus — 41 citations exist upstream.

References

2002The Measurement of Engagement and Burnout: A Two Sample Confirmatory Factor Analytic Approach 2019Artificial Intelligence in Human Resources Management: Challenges and a Path Forward 2020Employee adjustment and well-being in the era of COVID-19: Implications for human resource management 2021Artificial intelligence, robotics, advanced technologies and human resource management: a systematic review 2017Meta-analysis of field experiments shows no change in racial discrimination in hiring over time 2020Leadership competencies and the essential role of human resource development in times of crisis: a response to Covid-19 pandemic 2022Artificial intelligence and knowledge sharing: Contributing factors to organizational performance 1986A meta-analysis of age differences in job performance.

Cited by

2024Examining the impact of artificial intelligence on employee performance in the digital era: An analysis and future research direction 2024A Review of the Role of Artificial Intelligence in Banking and Stock Market Trading

Explore the map →

Papers that cite the same references — the relational fallback while embeddings are still backfilling.

Imported from OpenAlex (CC0) — nothing here is generated.