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SYSTEMATIC REVIEW article

Front. Psychol.
Sec. Organizational Psychology
Volume 15 - 2024 | doi: 10.3389/fpsyg.2024.1360401

The Effects of Artificial Intelligence on Human Resource Activities and the Roles of the Human Resource Triad: Opportunities and Challenges

Provisionally accepted
Justine Dima Justine Dima 1*Marie-Hélène Gilbert Marie-Hélène Gilbert 2Julie Dextras-Gauthier Julie Dextras-Gauthier 2Laurent Giraud Laurent Giraud 3
  • 1 School of Engineering and Management Vaud, HES-SO, Yverdon-les-Bains, Switzerland
  • 2 Management Department, Faculty of Business Administration, Laval University, Quebec, Canada
  • 3 IREGE, IAE Savoie Mont Blanc, Savoie Mont Blanc University, Annecy, France

The final, formatted version of the article will be published soon.

    Introduction -This study analyzes the existing academic literature to identify the effects of artificial intelligence (AI) on human resource (HR) activities, highlighting both opportunities and associated challenges, and on the roles of employees, line managers, and HR professionals, collectively referred to as the HR triad. Method -We employed the scoping review method to capture and synthesize relevant academic literature in the AI-human resource management (HRM) field, examining 27 years of research (43 peer-reviewed articles are included). Results -Based on the results, we propose an integrative framework that outlines the five primary effects of AI on HR activities: task automation, optimized HR data use, augmentation of human capabilities, work context redesign, and transformation of the social and relational aspects of work. We also detail the opportunities and challenges associated with each of these effects and the changes in the roles of the HR triad. Discussion -This research contributes to the ongoing debate on AI-augmented HRM by discussing the theoretical contributions and managerial implications of our findings, along with avenues for future research. By considering the most recent studies on the topic, this scoping review sheds light on the effects of AI on the roles of the HR triad, enabling these key stakeholders to better prepare for this technological change. The findings can inform future academic research, organizations using or considering the application of AI in HRM, and policymakers. This is particularly timely, given the growing adoption of AI in HRM activities.

    Keywords: artificial intelligence, Human resource (HR), human resource management (HRM), HR activities, Scoping review

    Received: 23 Dec 2023; Accepted: 13 May 2024.

    Copyright: © 2024 Dima, Gilbert, Dextras-Gauthier and Giraud. This is an open-access article distributed under the terms of the Creative Commons Attribution License (CC BY). The use, distribution or reproduction in other forums is permitted, provided the original author(s) or licensor are credited and that the original publication in this journal is cited, in accordance with accepted academic practice. No use, distribution or reproduction is permitted which does not comply with these terms.

    * Correspondence: Justine Dima, School of Engineering and Management Vaud, HES-SO, Yverdon-les-Bains, Switzerland

    Disclaimer: All claims expressed in this article are solely those of the authors and do not necessarily represent those of their affiliated organizations, or those of the publisher, the editors and the reviewers. Any product that may be evaluated in this article or claim that may be made by its manufacturer is not guaranteed or endorsed by the publisher.