THE APPLICATION OF ARTIFICIAL INTELLIGENCE TOOLS IN HR

Abstract

Artificial intelligence (AI) is playing an increasingly significant role in human resource management by facilitating process automation, enhancing the efficiency of HR decision-making, and optimizing managerial functions. This article analyzes contemporary approaches to the application of AI tools in HR management, identifies their key advantages, potential challenges, and prospects for integration into human resource management practices.

Specifically, the study examines the primary directions for AI implementation in HR, including recruitment automation, personalized career development management, employee behavior prediction, performance assessment, and internal communication enhancement. The use of chatbots, machine learning algorithms for resume screening and soft skills analysis, as well as software solutions for conducting video interviews, significantly reduces the time required for talent acquisition and selection, thereby improving the decision-making process. Additionally, AI systems can contribute to employee attrition forecasting and psychological well-being assessment, which are crucial factors in maintaining a healthy work environment.

However, despite its numerous advantages, the application of AI in HR is not without challenges. Key risks include algorithmic bias, potential data privacy breaches, the lack of emotional intelligence in decision-making, and difficulties in adapting traditional management methods to new digital realities. Another important aspect is the need for HR professionals to enhance their competencies in digital technology, as the successful integration of AI into HR processes requires not only technical implementation but also a shift in human resource management approaches.

The findings of this study have practical significance for companies seeking to improve HR management efficiency through digital technology adoption. It has been established that AI implementation enhances the productivity of HR processes, reduces administrative burdens on HR departments, minimizes human bias in decision-making, and ensures a personalized approach to each employee. At the same time, the necessity of developing ethical standards for AI application has been emphasized to ensure a harmonious balance between technological innovations and organizational management needs.

Future research in this field should focus on developing comprehensive strategies for AI integration into HR, considering the socio-cultural characteristics of employees, and achieving an optimal balance between automation and the human factor in human resource management processes.