This study gives a broad outline of the changing role of artificial intelligence

(AI) in human resource management (HRM) within the digital era. It starts with the

strategic importance of HRM, marking the change from the traditional management of

labor cost to an asset of prime value within an organization for talent procurement,

development, and retention. HR functions face new opportunities and challenges due

to the impact of the digital revolution, which involves fast-pacing technology

adoptions like the internet, blockchain, and quantum computing. AI forms part of

Industry 4.0 and is integrated into the various processes of HR whereby employee

relations, training, hiring, and appraisals are some of the most affected areas. The

benefits of AI in operational and analytical tasks have been embraced with optimism

by employees. On the contrary, there is a reservation toward the benefits concerning

the human-centered functions and the ethical aspects in which a lot of considerations

have not been exhaustively explored. Demographic awareness shows different levels

of exposure. More familiar and receptive groups tend to be the younger and more

educated employees.

The study shows that there is mixed organizational readiness for AI adoption.

Infrastructure and leadership support are notable, with job displacement being another

worry. Transparency and fairness, in terms of being seen to be doing the right thing,

should have prominent issues with clear guidelines and responsible AI practices.

Findings impel HR professionals to create an ethical framework, to continue

developing digital skills, and to keep the implementation of technology human-

centered. Practical recommendations call for the establishment of national guidelines

regarding proper AI ethics, for educating HR staff, for measuring metrics that tie to

strategic goals, and for transparency in AI decision-making. Further research

directions call for qualitative studies, analysis by industry type, assessment of the

impact of AI on diversity, and longitudinal studies to monitor the impact of AI in

HRM.

On the whole, the use of AI in HRM is very likely to enhance organizational

performance and employee experience in those fits and starts where the ethical,

strategic, and human dimensions are duly considered.