Artificial Intelligence in Human Resource Management: Transforming Business Practices

The significant effects of artificial intelligence (AI) on human resource management (HRM) and its revolutionary effect on modern corporate practices have been investigated in this empirical study. In the ever-changing business landscape of today, companies are always looking for innovative strategies to improve productivity and competitiveness. Artificial intelligence (AI) has become a key invention that not only penetrates many industries but also transforms human resource management (HRM) by transforming workforce management, performance evaluation, including talent acquisition. The conventional resume screening process has been changed by AI's involvement in talent acquisition, resulting in it being more objective and efficient. Artificial intelligence (AI)-powered algorithms quickly evaluate a large number of resumes, classify applicants, and identify the best ones. AI gives businesses a competitive edge by broadening the talent pool and scanning a variety of sources to help with proactive candidate sourcing. In order to enhance the applicant experience overall, chatbots and virtual assistants communicate with candidates in real time while they do pre-screening interviews. In order to overcome bias issues, predictive analytics assists in assessing individuals' potential and synchronizes recruiting with strategic goals. Artificial intelligence (AI) brings continuous in addition to objective feedback systems to performance evaluation and feedback, minimizing subjectivity and enhancing fairness. Identifying skill gaps makes individualized development strategies possible. AI's data-driven approach to workforce management including optimization helps with staffing requirements predictions, schedule optimization, resource allocation, and proactive employee attrition management. The use of AI in HRM has many advantages, but it also presents difficulties in addition to moral questions, including data privacy, job security, and decision-making responsibility. To overcome these obstacles, organizations are required to set up strong data protection procedures, open lines of communication, as well as distinct accountability structures. This empirical research explores the complex relationship between AI and HRM and provides guidance with regard to how to use AI to support more ethical and effective HR procedures, which will eventually influence corporate practices in the future.