Application of artificial intelligence in human resource management

The current research was based on a mixed-methods approach (quantitative and qualitative). In the initial phase, a qualitative research method of content analysis was employed. Relevant subjects of the research model were extracted from available articles in reputable scientific databases. In the second phase, a quantitative method was used for model validation. The statistical population for the quantitative segment consisted of all employees of the Tax Affairs Department of South Khorasan province, totaling 320 individuals. The sample size was determined as 175 individuals using Morgan's table, and the questionnaires were distributed and collected randomly within the sample. In this study, MAXQDA software was utilized for qualitative analysis, and AMOS software was used for quantitative analysis.

Themes related to the application of artificial intelligence in human resource management were identified, and the confirmatory factor analysis (CFA) was performed in a two-stage process to determine the overall fit of the measurement model. According to the Friedman's test results, the application factors (attraction, retention) were given the highest priority in employing artificial intelligence in human resource management. Communication, consequential, software infrastructure, behavioral, organizational, legal and policy infrastructure, and consequential factors were ranked second to eighth in terms of priority.

Considering the advancement of information and communication technology and the emphasis on establishing e-government and consequently electronic human resource management, a strategic and vital task that human resource management must undertake is preparing the organization for the artificial intelligence revolution. The incorporation of artificial intelligence in human resource management can lead to an improvement in the overall employee experience.