Thesis Abstract

Abstract
The integration of Artificial Intelligence (AI) in various organizational functions is rapidly transforming the landscape of Human Resource Management (HRM). This thesis aims to explore the impact of AI on employee recruitment and selection processes within the HRM domain. The study delves into how AI technologies are revolutionizing traditional recruitment practices and influencing decision-making processes in the selection of candidates. The introduction provides an overview of the rising significance of AI in HRM and sets the context for the research. The background of the study highlights the evolution of AI technologies and their adoption in recruitment and selection processes. The problem statement identifies the gaps in existing literature and underscores the need to investigate the implications of AI on HRM practices. The objectives of the study focus on examining the advantages and challenges of AI in recruitment and selection, as well as understanding the perceptions of HR professionals towards AI integration. The literature review synthesizes existing research on AI applications in HRM, recruitment strategies, and the impact of technology on human decision-making processes. It also explores the ethical considerations associated with AI implementation in HRM practices. The research methodology outlines the research design, data collection methods, and analytical techniques employed in the study. It includes a detailed description of the sample population, data sources, and data analysis procedures. The findings from the study reveal that AI technologies have significantly enhanced the efficiency and accuracy of recruitment and selection processes. However, concerns regarding data privacy, bias in algorithms, and the potential displacement of human evaluators have emerged as key challenges. The discussion of findings critically evaluates the implications of AI on HRM practices, highlighting the need for ethical guidelines and continuous training for HR professionals to effectively leverage AI technologies. In conclusion, the study underscores the importance of striking a balance between AI automation and human judgment in recruitment and selection processes. It emphasizes the role of HR professionals in managing AI-driven transformations and ensuring fair and transparent decision-making. The study contributes to the growing body of knowledge on AI in HRM and provides valuable insights for organizations seeking to optimize their recruitment and selection practices through AI integration. Keywords Artificial Intelligence, Employee Recruitment, Selection Processes, Human Resource Management, Technology, Ethical Considerations.

Thesis Overview

The project titled "Exploring the Impact of Artificial Intelligence on Employee Recruitment and Selection Processes in Human Resource Management" aims to investigate the implications of artificial intelligence (AI) on the traditional practices of employee recruitment and selection in the field of Human Resource Management (HRM). With the rapid advancements in AI technologies, organizations are increasingly adopting automated systems to streamline their recruitment processes. This research seeks to provide a comprehensive analysis of how AI is transforming the HRM landscape, specifically in the crucial areas of recruitment and selection. The research will begin with a detailed introduction that sets the context for the study, followed by an exploration of the background of the study to provide a theoretical foundation for understanding the role of AI in HRM. The problem statement will highlight the existing challenges and gaps in the current recruitment and selection processes that necessitate the integration of AI technologies. The objectives of the study will outline the specific goals and aims that the research intends to achieve, focusing on understanding the impact of AI on HRM practices. Considering the limitations that may arise during the research process, the study will clearly define the scope within which the investigation will be conducted. This will help in ensuring that the research remains focused and achievable within the defined boundaries. The significance of the study will be emphasized to underscore the potential contributions and implications of the research findings for academia, industry practitioners, and policymakers in the field of HRM. The structure of the thesis will be outlined to provide a roadmap for the research, indicating the organization of chapters and key sections that will be covered. Additionally, a definition of terms will be included to clarify any technical or specialized concepts that will be used throughout the study, ensuring a common understanding of key terminology. The literature review will delve into existing scholarly works, theories, and empirical studies related to AI in HRM, focusing on employee recruitment and selection processes. This section will critically examine the current state of knowledge and identify gaps in the literature that the research aims to address. Through a comprehensive review of relevant literature, the study will build a strong theoretical foundation for the research and provide insights into the evolving role of AI in HRM practices. The research methodology section will outline the approach, design, data collection methods, and analysis techniques that will be employed to investigate the research questions. The methodology will detail how data will be gathered, analyzed, and interpreted to achieve the research objectives effectively. Various research instruments and tools will be employed to collect data from relevant sources, such as surveys, interviews, and case studies. In the chapter discussing the findings, the research outcomes will be presented, analyzed, and interpreted in relation to the research objectives. The impact of AI on employee recruitment and selection processes will be examined, highlighting the benefits, challenges, and implications for HRM practices. The discussion will explore the practical implications of the findings and offer recommendations for organizations looking to leverage AI technologies in their HRM processes. In the concluding chapter, the study will summarize the key findings, implications, and contributions of the research. A comprehensive conclusion will be drawn based on the analysis of the research results, highlighting the significance of the study and its potential implications for theory and practice in HRM. Finally, recommendations for future research directions will be provided to guide further exploration in this dynamic and evolving field. Overall, this research aims to advance scholarly understanding of the impact of AI on employee recruitment and selection processes in HRM, offering valuable insights for organizations seeking to optimize their HR practices through the integration of AI technologies. By exploring the transformative potential of AI in HRM, this study contributes to the ongoing dialogue on the future of work and the evolving role of technology in shaping organizational practices and processes.