ARTIFICIAL INTELLIGENCE IN THE MODERN HUMAN RESOURCE MANAGEMENT SYSTEM

Abstract

The article examines the role of artificial intelligence (AI) in transforming modern human resource management and substantiates the need for a human-centred model of its application. The relevance of the study is determined by the rapid spread of digital technologies, the growing volume of HR data, and the need for adaptive management decisions. The main areas of AI application in HR are systematized, including recruitment and selection, employee adaptation, performance evaluation, learning and development, talent management, staff turnover forecasting, labour behaviour analysis, workforce and competency planning, and HR analytics. The capabilities of AI include automation of routine operations, processing large volumes of information, identifying patterns, forecasting HR trends, personalizing employee development, and supporting managerial decisions. Key risks are identified, including algorithmic bias, poor data quality, lack of transparency, inaccurate forecasts, excessive employee monitoring, privacy violations, and declining employee trust. Measures to minimize these risks include data quality control, transparency of evaluation criteria, personal data protection, verification of AI-generated results, and preservation of professional HR judgement. A conceptual model of artificial intelligence and HR manager integration is proposed, in which AI performs data collection, processing and analysis, forecasting, and recommendation generation, while the HR manager interprets the results, considers organizational and socio-psychological factors, and makes final personnel decisions. It is substantiated that such interaction can increase the adaptability of HR management, improve the use of human potential, and enhance the quality of personnel decisions while ensuring transparency, non-discrimination, data protection, and human oversight. The study concludes that a promising direction for HR management development is a partnership between AI and the HR manager, in which technology complements rather than replaces human professional competencies.