Artificial Intelligence Adoption and the Transformation of Human Resource Management Practices: A Comparative Study of the Education and Corporate Sectors

Abstract

AI is making a big impact on human resources (HR), changing the way recruiting and hiring, training and development, performance management, employee services, and workforce planning are done. While AI offers many benefits that improve efficiency, lead to better data-driven decision making, and increase the strategic capabilities of the HR sector, the implementation of this technology is not without its problems. In this conceptual paper, existing literature has been analyzed to observe the implementation of AI technology in HRM practices across the education institutions and corporate sector. By applying the Technology-Organization-Environment (TOE) model, the research investigates the effect of organizational environment, technological readiness, organizational capabilities, and institutional priorities on integration of AI in HR processes. It discusses the possible uses of AI in human resource management, requirements for using it in practice, and obstacles encountered when it is implemented into HRM in educational organizations and corporate business. This paper develops a conceptual framework that connects the context of the organization and the adoption of AI with four dimensions of HRM transformation: operational efficiency, effectiveness of decision-making, employee experience, and strategic capability of HRM. Responsible AI governance and human oversight are seen as important issues in creating fairness, transparency, privacy and accountability in HRM decisions. The paper provides a context-oriented perspective on AI-enabled HRM practices, which can be interesting and useful for educational administrators and corporate HR professionals and indicates the future perspective for empirical studies into the topic.