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Research Questions Regarding AI in HRM: Preparing for an AI-Powered Workplace

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In a series of discussions about artificial intelligence (AI) in human resource management (HRM), we explored how AI has transformed the traditional HR functions and how HR professionals can remain irreplaceable in the age of AI. To help organizations and HR professionals prepare for the still-evolving AI-empowered workplace, academic research must not only address the relevant and timely research questions but also emphasize the need for responsible and ethical AI use that matters to our industry partners.

The Big Question

After reviewing AI’s impacts on the HR profession, my co-author, Dr. R.L. Fernando Garcia, and I sought answers to another question:

What pressing research questions can be addressed to support organizations and HR professionals in a new GenAI-empowered work environment?

The Answers

In our article published in the International Journal of Contemporary Hospitality Management. We argued that much more research is needed to help organizations use AI responsibly and effectively in HR. We proposed numerous research questions across the six phases of the employee lifecycle. For example,

  1. Talent Acquisition – How can AI enhance workforce forecasting, job analysis, and candidate selection while ensuring fairness, diversity, and trust in the process?
  2. Onboarding and Integration – What is the optimal balance between AI-driven onboarding tools and human connection? How can AI foster inclusion in remote, hybrid, and in-person work settings?
  3. Training, Development, and Performance – How effective are AI-powered learning platforms in building both technical and soft skills? What safeguards are necessary to ensure that performance feedback remains fair, transparent, and aligned with the company's values?
  4. Retention and Well-being – How does AI influence compensation strategies, workplace safety, work–life balance, and DEI initiatives? How can AI-driven analytics truly support holistic employee well-being?
  5. Separation and Offboarding – How can AI improve exit interviews, knowledge retention, and offboarding experiences while preserving dignity and empathy for departing employees?
  6. Strategic and Administrative HR Functions – What new governance frameworks, compliance protocols, and labor relations practices are needed to integrate AI responsibly into HR decision-making?

A Call for Academia-Industry Collaboration

The six phases of the employee lifecycle provide a roadmap to advance theory and practice in HRM. Seeing AI is still evolving; it was never our intention to offer an exclusive list of all the possible research directions or questions in AI research about HRM. Particularly, I strongly advocate for a robust academia-industry collaboration to advance research that addresses all timely issues, echoing my earlier call to address the labor shortage challenge.

Which areas need urgent research attention? How can industry and academia work together to ensure that AI strengthens, but does not weaken, the human side of HR?

Note: the picture was generated by ChatGPT.

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