Abstract:
This research delves into the integration of Artificial Intelligence (AI) within Human Resource Management (HRM) practices and its impact on Employee Engagement (DVEe) while considering Change Management (CM) as a moderator. Utilizing a sample size of 150, the study investigated three hypotheses. Hypothesis 1 explored the premise that AI enhances HRM processes, validating that AI integration significantly amplifies HRM efficiency, minimizes time-to-hire, and enhances employee satisfaction through refined recruitment, data-driven performance management, and personalized engagement experiences. Hypothesis 2 revealed substantial challenges in AI integration, unveiling ethical concerns and algorithmic bias stemming from potential misuse, opaque decision-making, and the reinforcement of biases present in historical data. Hypothesis 3 emphasized that organizations leveraging real-world insights for responsible AI implementation in HRM better adapt to evolving work dynamics and technological shifts, fostering transparency, ethical guidelines, and employee trust.The statistical analysis supported these hypotheses, illustrating the substantial impact of AI integration on HRM processes while highlighting the pertinent challenges and the significance of ethical, transparent AI deployment. Recommendations were proposed to address these challenges, advocating for the development of ethical AI frameworks, continuous monitoring, employee training, collaborative approaches, and regular assessments.The implications of this research emphasize the importance of responsible AI implementation in HRM, stressing the need for organizations to balance technological advancements with ethical considerations to enhance HRM practices and foster an environment of trust and transparency among employees.
