Global Journal of Management and Business Research, A: Administration and Management, Volume 23 Issue 5

Research on Artificial Intelligence in Human Resource Management: Trends and Prospects Dr. Mandeep Kaur α , Dr. Rekha AG σ , Dr. Resmi AG ρ & Dr. Franco Gandolfi Ѡ Author α : Director-HR, Kyndryl Corporation. 212 Eglinton Avenue East, Suite 1103, Toronto M4P A03, Canad. e-mail: mandeep.caur@gmail.com Author σ : IT & Systems Specialist, State Bank of India. Digital & Transaction Banking Unit, LHO Thiruvananthapuram, Kerala, India - 695012. e-mail: agrekha64@gmail.com Author ρ : Associate Professor, TKM Institute of Management, Kollam, Kerala, India- 691005. e-mail: resmi.agr@gmail.com Author Ѡ : Distinguished Professor of Management, California Institute of Advanced Management (CIAM) & Georgetown University, Washington DC, USA. e-mail: francogandolfi@hotmail.com Abstract- Applying Artificial Intelligence (AI) technologies in Human Resource Management (HRM) contributes to more capability, diverse insights, and analytical support to enhance people management. This study presents an integrated overview of the research trends through a PRISMA-compliant bibliometric review. We have analysed a dataset of 247 Scopus-indexed publications between the earliest available date (1993) till 2020 to understand the key themes and the related research focus. The study shows that most research has been conducted in recent years, with 70% of relevant papers published since 2010. The key themes subscribed to the development of this literature have been called out. The outcome of term co-occurrence analysis highlights majority research related to AI in HRM focuses on resource allocation, talent acquisition, and training and development. The research spotlights significant areas attributed to AI in HR functions that warrant additional research. Deliberation of research gaps and recommendations on future direction is also provided. Keywords: artificial intelligence, AI, HRM, human resource management, bibliometric analysis. apid increase in digitization and the corresponding trend of leveraging Artificial Intelligence Technologies (AIT) has been reshaping the business landscape.The amalgamation of Information Technologies and Human Resource Management (HRM) has brought forth improved efficiency, impacted service delivery, provided standardization, empowered managers, and transformed HR functions (Parry and Tyson, 2011; Bondarouk and Brewster, 2016). AI and related technologies, be it Machine Learning (ML), Robotic Process Automation (RPA), or Natural Language Processing (NLP), have influenced and revolutionized the very foundation of business models (Heric, 2018). The transformation of HR technologies has also revolutionized HRM practices by introducing functionalities of e-recruitment, e-training, or e- competence management (Stone et al., 2015). AI- enabled digital technologies have impacted HR functioning approaches such as resource planning, candidate sourcing, talent acquisition, attrition prediction, performance evaluation, succession planning, employee engagement, compensation, and learning and development (Kovach & Cathcart, 1999; Falletta, 2013; Rogers, 2018; Fallucchi et al., 2020; Kaur et al., 2021). HR function has transitioned from being considered a support function, to being acknowledged as a strategic partner to the business (Park, 2018; Zehir et al., 2020). Therefore, in the current context of rapid digitalization, the expectation is to adopt contemporary technological advances to build additional digital and cognitive HRM competencies that will enhance business performance. HR is envisaged to be a 'key transformation player' in the adoption of technologies and in reducing resistance to change (Thite, 2018). Literature indicates the growing importance of AI tools for HRM activities. These technologies have enabled new functionalities in HRM, such as, data mining, cloud computing, application of HRM for mobile technologies, Social Media, Analytics, Clouds (SMAC), and big data (Bondarouk, 2014). A conceptional framework of AI in HRM is proposed in a study by Jia et al. (2018), which consists of aspects of HRM related to talent acquisition, learning, HR strategy, performance management, compensation, and employee engagement along with related AI technology applications. AI strengthens HRM functionality to identify actual performers and future leaders by eliminating bias (Buck and Morrow, 2018). Another key aspect is contribution of AI in enhancing employee experience (Smith, 2019). AI applications em powers HR teams to make better talent decisions in analysing, predicting, and diagnosing, thus providing a strategic advantage (Nicastro, 2020). Work and the HR function are going through a period of rapid change and are getting transformed by technological advancements (Bondarouk et al., 2017, Connelly et al., 2020). The innovation and related disruptions in business processes require continuous up-skilling of employees. As a function, HR has needed to reimagine how work needs to be done differently with AI and the related technologies (Manuti and Palma, 2018; Maity, 2019). The digitization of HR has been referred to by many terms – online HRM, E- HRM, and digital HRM (Crawshaw et al., 2020). On challenges of AI in HR, Tambe et al. (2019) emphasize the challenges R 31 Global Journal of Management and Business Research Volume XXIII Issue V Version I Year 2023 ( ) A © 2023 Global Journals I. I ntroduction and B ackground