Abstract:

Research aim: This research aims to investigate the emerging impact of Artificial Intelligence (AI) technologies in the realm of Human Resource Management (HRM).

Methodology/design/approach: The research considers the insights perspectives of HR professionals through conducting a mixed research method as an overarching analysis tool. This qualitative research reveals the first outcomes (Phase I) in capturing the perspectives of AI-HR professionals on the use and acceptance factors of AI in HRM.

Finding: This paper elicits the empirical findings of Qualitative Research (Phase one) with significant involving adoption determinants identified through thematic analysis. The research confirms significant correlations of Performance Expectancy, Social Influence, Effort Expectancy, Facilitating Condition and Perceived Risks on HR professionals’ adoption behaviours.

Research Value: This paper appoints practical information to capture the interests of HR practitioners, AI vendors and researchers, and facilitates organizational changes towards innovation.

Practical Implication: The findings of this research will generate an inception for AI-HR collaboration while revealing underlying issues regarding adoption. It also provides updated information to related studies in similar fields on how digitalisation transforms and impacts businesses’ performance. Additionally, organisations would be able to have insights into the application of AI in HRM by understanding the factors that influence the use and acceptance of this powerful technology.

Keywords: Artificial Intelligence (AI), Human Resource Management (HRM), automation, innovation, technology, machine learning (ML), deep learning (DL), the use and acceptance of technology (UTAUT)

Please choose your submission type: Full Paper

Primary Track: Human Resource Management

Keywords: Strategic HRM,International HRM,Leadership,Future of work, technology & Innovation

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Dr. Bruce Philp

Biography