DefinePK

Abstract

PurposeThis study investigates the perceptions, adoption, and strategic impact of Artificial Intelligence (AI) in Human Resource Management (HRM). It explores how AI is being integrated across HR functions, assesses organizational readiness, and evaluates its role in driving organizational success.
Design/Methodology/ApproachA quantitative research design was employed, using a structured questionnaire distributed to HR professionals and managers across diverse industries. A total of 350 questionnaires were distributed, and 315 valid responses were analyzed. The instrument measured perceptions of AI in talent acquisition, performance and development, employee engagement and retention, strategic decision-making, and overall impact, along with organizational readiness and intent for future AI investment. Reliability analysis confirmed high internal consistency, with Cronbach’s alpha values ranging from 0.823 to 0.941. Data were analyzed using descriptive statistics, including frequencies, percentages, means, and standard deviations.
FindingsThe results indicate overall positive perceptions of AI in HRM. Respondents strongly endorsed AI’s role in aligning HR with business objectives (M = 4.38) and contributing to organizational success (M = 4.48). AI was also perceived as effective in resume screening, performance evaluation, and skill gap identification. However, perceptions were more cautious regarding AI’s ability to reduce hiring bias and predict employee retention, reflecting ethical and reliability concerns. Most organizations reported moderate to high readiness for AI adoption, although only a minority indicated very high preparedness. Additionally, while more than half of respondents expressed likelihood of future AI investment, a significant proportion remained neutral, highlighting uncertainty in strategic direction.
Practical ImplicationsThe results imply that companies need to find a trade-off between the efficiency and strategic importance of AI and focus on ethical considerations, transparency, and acceptance among the workers. The digital literacy and infrastructure investments, as well as change management investments, are necessary to transition to full-scale adoption. The symbol of AI should be defined as a support to the human decision making process, in which the level of technology performance is integrated with the way of decision made by humans, and sensitivity.
Originality/ValueThe paper gives empirical evidence to a topic that is normally dominated by theoretical and technical discussion. It provides an insight into the opportunities and challenges of AI adoption through the perceptions of HR practitioners and the insights can be employed by HR leaders, policymakers, and scholars. The research provides a justified remark concerning the possibility of using AI as a strategic tool to make the HRM more efficient and help the organization succeed in the long term.