Human Resource Management Challenges in the Context of the Development of Artificial Intelligence Systems

Abstract

This scientific approach investigates the implications of artificial intelligence (AI) systems on human resource management (HRM). The fast development of AI systems has encompassed all fields of activity, including HRM. At the current stage, AI is replacing human labor, which is leading to substantial changes in the structure of the labor market, in particular in the qualitative content of professional competences. The substitution of human labor by robots orAI systems is becoming a major concern for HR managers. AI systems are also present in all HRM functions. This paper makes a foray into the literature to analyze the extent of involvement of AI in HRM activities. In this context, mostly papers published in scientific journals indexed in WEB of Science were extracted. In total, 42 papers published in journals related to human resources management on the one hand and to information technologies on the other hand were examined. The research results prove the concerns of researchers for all HRM activities. Thus, AI systems are applied in traditional HRM activities such as: recruitment and selection, training and professional development, talent management, performance management, staff turnover and personnel compensation. Beyond traditional HRM activities, AI systems are also implemented in activities that at first sight would seem difficult to apply, such as job design, employee engagement and job satisfaction. Regardless of the HRM activities in which AI systems are embedded, the result leads to the reconfiguration of the HRM system within organizations. These are the future trends that will more strongly appear in the structure of the HR function in organizations, and along with it, the reconsideration of the professional competencies of HR specialists. In the process of the implementation of AI systems, the main concern of both HR managers and employees is to comply with ethical principles and to ensure fairness and objectivity in dealing with all categories of employees in the organization. JEL: M12; M54; C88