Artificial Intelligence in HR: Examining the Use of AI in Recruitment, Performance Evaluation, and Employee Development Including Ethical Considerations

Abstract

The adoption of Artificial Intelligence in Human Resource procedure is transforming the management of staffing, performance assessment, and facilitating professional development. With rising data conversion of the global business ecosystem, HR operations are adopting AI technologies to enhance efficiency, precision, and strategic decision making. The implementation of AI also presents formidable ethical challenges related to bias, transparency, privacy, and responsibility. This research aims to locate the challenging position of AI in HR with particular focus on three vital aspects: recruitment, performance management, and employee development, and also addressing the ethical aspects related to the use of AI in the mentioned processes. The primary objective of this research is to look into the extent to which AI technologies are utilized by HR professionals at present and assess the seeming advantages and drawbacks of their usage. For the purpose of guiding this research, two different objectives are formulated, along with two questions and two hypotheses. The study uses a quantitative study design with survey method for collecting data from HR practitioners in various organizations in the public and private sectors. Purposive sampling is used to collect a representative sample of 150 respondents with an assurance of having hands on experience with AI tools being used in HR practice. Data are collected using a standardized questionnaire and analyzed using descriptive statistics. Results are shown by the utilization of pie charts in graphically depicting the distribution of responses across key variables. The findings indicate that AI is increasingly being applied within the recruitment processes in the guise of automated resume screening, chat bots for participants' communications, and estimated analytics for matching employees. With these significance, respondents nevertheless worry about ethical concerns such as algorithmic bias, cloudiness of decision making, and potential subversion of employee autonomy and privacy. The research affirm the hypothesis that AI has notable impact on HR functions but also determine that ethical considerations play a critical part in influencing its uptake and effectiveness. The research finds that AI is extremely hopeful to increase HR results, but its effective use depends on establishing ethical safe, transparent algorithms and constant human monitoring. It is proposed that HR departments establish special policies, spend on personnel AI literacy programs, and perform regular checks of AI systems.