AI Applications and Technologies in HR

Angelo Rosa ()
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Angelo Rosa: University LUM Giuseppe Degennaro, Department of Management, Finance and Technology

Chapter 2 in New Business Organizational Models for Governing in Times of Change, 2025, pp 7-22 from Springer

Abstract: Abstract The different applications and implications of artificial intelligence (AI) in human resources (HR) as a driver of organizational change and a counterpoint to automation are discussed in this chapter. Artificial intelligence technologies such as computer vision, natural language processing, machine learning, and generative AI are classified into cognitive insights, process automation, and cognitive engagement, which enable organizations to make more intelligent decisions, automate, and drive innovation at greater speeds. AI assumes responsibility for work arrangements and labor markets to a large degree, hence necessitating role reevaluation, promoting human–AI collaboration, and necessitating reskilling and upskilling initiatives in a bid to balance job replacement and skill obsolescence. Effective application of AI is based on culture of an organization, employee attitude, and ethical management with a focus on trust, transparency, and wise utilization. Advantages of AI in HR are enhanced efficiency, strategic talent management, individualized development, data-driven decision-making, and the added benefit of enabling agility and innovation. Generative AI offers paradigm-shifting opportunities of content generation, talent attraction, and reengineering organizations but has the disadvantage of risks such as ethics concerns, exacerbation of inequality, and erosion of skills. Understanding such complexities requires having master plans that bring technological innovation in conjunction with ethics to the level where AI becomes an enabler of sustainable organizational development and human-centric work culture during the technology era.

Date: 2025
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DOI: 10.1007/978-3-032-04091-6_2

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