AI AND AUTOMATION IN HUMAN RESOURCE MANAGEMENT: EVALUATING OPPORTUNITIES FOR EFFICIENCY AND THE EMERGING THREATS TO WORKFORCE DYNAMICS

Povzetek

The growing integration of artificial intelligence (AI) and automation into organizational workflows has brought unprecedented transformation in the field of Human Resource Management (HRM). Once largely dependent on manual judgment, intuition, and labor-intensive processes, HRM is now being reshaped by intelligent systems that promise efficiency, accuracy, and data-driven decision-making. This research explores the dual dimensions of opportunity and challenge that AI and automation present in HRM practices, specifically focusing on recruitment, talent acquisition, employee engagement, performance evaluation, and workforce planning. The study emphasizes how machine learning algorithms, natural language processing, and robotic process automation streamline repetitive tasks such as resume screening, scheduling, and compliance tracking, thereby enabling HR professionals to focus on strategic initiatives. At the same time, the paper critically examines the emerging concerns surrounding algorithmic transparency, bias, ethical decision-making, and the human element in managing people. While AI offers predictive analytics that can anticipate employee attrition or recommend optimal training interventions, its reliance on historical data often reproduces existing biases, raising questions about fairness and inclusivity in hiring and promotion practices. Moreover, the deployment of AI-driven performance monitoring tools introduces new debates around privacy, autonomy, and the psychological well-being of employees in increasingly data-surveilled workplaces. The research further highlights the transformative potential of AI in fostering a more personalized and responsive employee experience. Chatbots and virtual HR assistants are redefining accessibility to HR services, while predictive modeling supports the alignment of individual career goals with organizational objectives. Yet, the increasing dependence on automated systems underscores the need for governance frameworks, robust ethical guidelines, and reskilling initiatives that ensure human oversight remains central to HR practices. By synthesizing empirical evidence from recent case studies and organizational experiments, this paper argues that the future of HRM lies not in replacing human judgment with machines but in building hybrid models where automation complements human empathy, cultural awareness, and ethical reasoning. In conclusion, AI and automation represent both an enabler of efficiency and a disruptor of traditional HR paradigms, and their successful adoption will depend on striking a balance between technological advancement and human values. This dual approach ensures that HRM evolves into a function that is not only operationally efficient but also socially responsible and ethically sound.