International Journal on Science and Technology

E-ISSN: 2229-7677   •   Impact Factor: 9.88

A Widely Indexed Open Access Peer Reviewed Multidisciplinary Bi-monthly Scholarly International Journal

Call for Paper Volume 17 Issue 3 July-September 2026 Submit your research before last 3 days of September to publish your research paper in the issue of July-September.
Submit Research Paper Join as a Reviewer

Plagiarism is checked by the leading plagiarism checker TurnItIn

Call for Paper

Volume 17 Issue 3
July-September 2026

Submit your research paper

Indexing Partners
Academia Advanced Sciences Index Bielefeld Academic Search Engine CiteSeer DRJI Google Scholar Independent Search Engine & Directory Network ISI (International Scientific Indexing) Issuu Mendeley Research Networks
RefSeek ResearcherId - Thomson Reuters ResearchGate Scirus Scribd Semantic Scholar UTeM - Universiti Teknikal Malaysia Melaka Wiki for Call for Papers WorldCat Zenodo

Artificial Intelligence in Human Resource Management: A Conceptual Framework for Transforming HR Practices and Employee Management

Author(s) Mr. Shaji M, Dr. P. Vellingiri
Country India
Abstract The concept and implementation of human resource management (HRM) are getting transformed by artificial intelligence (AI) and are increasingly shifting from administrative record keeping to data-driven, predictive, and more autonomous decision making. This article offers a theoretical and conceptual analysis of the application of AI in HRM, and how machine-learning, NLP, predictive analytics and generative AI are being integrated into areas of HRM that are fundamental to HR processes, including recruitment and selection, onboarding, performance management, learning and development, employee engagement and retention. The article builds upon existing theoretical frameworks: the Technology Acceptance Model, socio-technical systems theory, the resource-based view, and current frameworks on AI in HRM, to suggest an integrated conceptual model that connects AI adoption to HR process transformation and employee outcomes, mediated by factors like transparency, perceived fairness, job security, and personalisation. The review also explores key issues such as algorithmic bias, data privacy, employee trust and the potential for dehumanising people management and considers the moderating effect of organisational context and ethical governance. The article ends by stating that the most significant value of AI in HRM will be through complementing human judgment, not replacing it, with a blend of technological efficiency, transparency, and focus on people.
Keywords : Artificial intelligence; Human resource management; HR analytics; Algorithmic bias; Employee experience
Field Business Administration
Published In Volume 17, Issue 3, July-September 2026
Published On 2026-09-24
View / Download PDF File

Share this


CrossRef

Crossref DOI prefix of IJSAT is 10.71097/IJSAT

Downloads
Research Paper Format Copyright Permission Form and Undertaking Form Cover Page Vol 17 Isu 3Cover Page Vol 17 Isu 2Cover Page Vol 17 Isu 1

All research papers published on this website are licensed under Creative Commons Attribution-ShareAlike 4.0 International License, and all rights belong to their respective authors/researchers.

CC-BY-SA Open Access

About IJSAT
Fees & Payment
Current Issue
Publication Archive 		Submit Research Paper
Track Submission Status
Publication Guidelines
Publication Ethics 		Join as a Reviewer
Editors & Reviewers
Get Reviewer Membership Certi. 		Website/Journal Policies
Usage Policy
Content Policies
Privacy Policy
Contact Us Message on WhatsApp +91-9687-182-185 editor@ijsat.org