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 QUALquant research method as an overarching analysis tool. This comprehensive research reveals the final outcomes (Phase 1 and 2) in capturing the perspectives of AI-HR professionals on the use and acceptance factors of AI in HRM.
Finding: This paper elicits the significant findings of a mixed-method research involving adoption determinants identified through thematic analysis from qualitative research and the exempting factors extracted from quantitative research. The research confirms seminal correlations of Performance Expectancy, Social Influence, Effort Expectancy, Facilitating Condition, Perceived Risks and Status Quo Bias on HR professionals’ adoption behaviours.
Research Value: This paper appoints practical literatures to capture the interests of HR practitioners, AI vendors and researchers, and facilitate organisational changes towards innovation.
Practical Implication: The findings of this research generate an inception for AI-HR collaboration while revealing underlying issues regarding adoption. It also provides updated information to related studies on similar fields of how digitalisation transforms and impacts businesses’ performance. Additionally, organisations would be able to have insights into the deployment of AI in HRM by apprehending the factors influencing the Use and Acceptance of AI-powered technologies.
Keywords: Artificial Intelligence (AI), Human Resource Management (HRM), automation, innovation, technology, machine learning (ML), deep learning (DL), the use and acceptance of technology (UTAUT)