As far as the future takes us, most conversations have a hint of artificial intelligence (AI) pinned to it. This new era of AI enhances the organizational capabilities while reducing the involvement of humans, causing for a very autonomous approach in decision making (Basnet. 2024)
Here are a few ways AI would concurrently help HRM in the future:
1. Recruitment and Talent Acquisition
- Automated screening can be done using AI tools such as ATS (application tracking system), where a large sum of C.V.s can be screened to shortlist the desired candidate.
- Bias-free selection processes can be maintained. However, this is subject to change depending on how it is trained.
- Chatbots can be used to schedule interviews selectively on a 24/7 format (Upadhyay and Khandelwal, 2018).
2. Learning and Development (L&D)
- Personalized skill assessment and training sessions can be carried out. This will aid in resolving a skill-gap within the department.
3. Workforce Planning
- During succession periods, AI can help monitor workforce requirements in various departments within an organization to ensure smooth sailing.
- Pilot projects can be used in orchestrated settings to witness outcome without having to physically do so.
4. Management of Performance
- AI can be used to monitor the performance of employees in real-time (Basnet, 2024).
It can provide a forecast of an employee after the training period, where a certain threshold would be assigned.
5. Employee well-being and engagement
- Sentimental analysis towards employees to acknowledge and portray individual attention to resolve conflicts or issues.
- Wellness bots to continually monitor an employees well-being.
6. Ethical and Legal constraints
- Even though this is normally practiced, data privacy will increase.
- Inquiries will have a autonomous response to support for the betterment of the employee (Jain, Sharma and Jaun, 2022).
References
Basnet, S. (2024). Artificial Intelligence and the Future of Human Resource Management. Available at: ResearchGate (Accessed: 1 August 2025).
Upadhyay, A.K. and Khandelwal, K., 2018. Artificial Intelligence-based recruitment and selection: A review. International Journal of Advanced Research in Computer Science, 9(3)
Jain, S., Sharma, S. and Jain, R., 2022. The future of HR: AI and its implications for performance appraisal systems. Journal of Human Resource and Sustainability Studies, 10(1), pp.34–47.
This is a forward-thinking summary of AI's potential to transform HRM. Highlighting areas like talent acquisition, L&D, and performance management shows how HR can become more strategic with AI support. At the same time, it’s essential to ensure that ethical and legal frameworks evolve alongside these technologies to protect fairness, privacy, and human connection in decision-making. A great reminder that while AI can enhance HR functions, the ‘human’ in Human Resources must remain central."
ReplyDeleteTharmalingam I'm glad you think so! and yes, humans will always come first!
DeleteHRM redefininf with AI well explained, Author!
ReplyDeleteAIs new technology and autonomy is a double edged sword as per Basnet 2024. One way boosting the output efficiency and other way less human connection. In your opinion, how can HR keep more human-touch while assigning tasks to AI?
Himasha Thank you! Well when it comes to keeping in touch, since the HR is able to manipulate the software being used in the HRM system, they will be able to add more engaging commands. This will help both sides understand the depth of each other.
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