AI implementation in HRM should be welcomed provided that ethical and legal implications were considered. The end does not necessarily justifies the means. Therefore, HR managers should look into the matter as a means of enhancing practices and policies.

I touched on AI in this article about the impact of new technologies on the technical division of labor and the management of employees' capabilities. Hope it helps.

According to a PwC report, digital HR solutions, such as self-service, automation, AI and other predictive talent tools are becoming more popular among Middle East companies. Some examples of UAE-based companies that have tapped into AI this year are Emirates NBD, Majid Al Futtaim, Etisalat and Careem. AI can help HRM in areas such as recruiting, training, performance management and employee engagement.

Along with its positive impact you can also study its negative impact on employees such as job insecurity and how an employer can reduce this insecurity and encourage more confidence in AI based HR practices.

AI does not accommodate one on one interaction during recruitment process, this does not allow the employ to test or know the attitude, temperament and confidence of the recruited employee.