Psychological Perspective and Ethical Consideration of Artificial Intelligence in Human Resource

This is a conceptual paper of a future study based on the review of literatures, discussion with field experts, peers and library search related to Artificial Intelligence in Human Resource management. Ethical HRM is a combination of employee engagement and moral treatment, with employees having the right to liberty, safety, meaningful work, and respect. Human resource management ethics are concerned with the employer’s moral obligations to employees in order to maintain equality and equity. AI is being used in HRM to automate repetitive tasks, improve employee experiences, and increase organisational efficiency. AI systems are revolutionising our lives, but there are ethical dilemmas to address. These include unemployment, inequality, humanity, artificial ignorance, and racism. AI systems can be used to nudge society towards more positive behaviour, but in the wrong hands, it can be harmful. AI systems can be a catalyst for positive change, but they can also be abused and have the potential to turn against mankind. We must protect AI from adversaries, avoid unforeseen consequences, maintain command over complex intelligent systems, and characterise AI’s humanitarian treatment. AI is deficient in emotional intelligence, can only function with inputted data, lacks soft skills, and is limited by the data it receives. AI and ML technologies are increasingly being used in HR to increase efficiencies and reduce costs, but AI must be ethical to protect individuals and create a more equitable society. This paper has developed a theoretical framework for future research on HR Survival, shifting the focus from AI to Human Interface Survival. AI and AI evaluation in HR will be required to ensure ethical compliance.