Research on Artificial Intelligence in Human Resource Management: Trends and Prospects
Keywords:
Artificial Intelligence (AI), Human Resource Management (HRM), Talent Acquisition, Bibliometric Analysis, PRISMA Review.Abstract
Applying Artificial Intelligence (AI) technologies in Human Resource Management (HRM) contributes to more capability, diverse insights, and analytical support to enhance people management. This study presents an integrated overview of the research trends through a PRISMA-compliant bibliometric review. We have analysed a dataset of 247 Scopus-indexed publications between the earliest available date (1993) till 2020 to understand the key themes and the related research focus. The study shows that most research has been conducted in recent years, with 70% of relevant papers published since 2010. The key themes subscribed to the development of this literature have been called out. The outcome of term co-occurrence analysis highlights majority research related to AI in HRM focuses on resource allocation, talent acquisition, and training and development. The research spotlights significant areas attributed to AI in HR functions that warrant additional research. Deliberation of research gaps and recommendations on future direction is also provided. The integration and application of Artificial Intelligence (AI) technologies within the sphere of Human Resource Management (HRM) are fundamentally transforming traditional people management by providing unprecedented operational capabilities, generating diverse, data-driven insights, and automation and enhancement of talent acquisition processes, and the hyper-personalization of employee training and development programs. Beyond identifying these core areas of current implementation, the research critically spotlights significant, underexplored domains attributed to AI in HR functions that urgently warrant additional academic investigation, ultimately concluding with a thoughtful deliberation of existing research gaps—such as ethical considerations, data privacy, and the need for new HR competencies—while offering concrete recommendations and strategic directions for future scholars and practitioners navigating this technological frontier.
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