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,
- Talent Acquisition – How can AI enhance workforce forecasting, job analysis, and candidate selection while ensuring fairness, diversity, and trust in the process?
- 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?
- 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?
- 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?
- Separation and Offboarding – How can AI improve exit interviews, knowledge retention, and offboarding experiences while preserving dignity and empathy for departing employees?
- 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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ReplyDeleteIn my opinion, this article highlights an essential and forward-looking discussion about the intersection of AI and HR research. I think framing the research agenda around the six phases of the employee lifecycle provides a comprehensive structure for future studies. The questions posed (especially those related to ethics, fairness, and employee well-being) show how complex responsible AI integration truly is. I also agree with the call for stronger academia-industry collaboration, as practical insights are vital to shaping realistic and ethical AI frameworks. In my view, this approach ensures that HR innovation remains both human-centered and evidence-based.
ReplyDeleteThe concept of how there still needs to be much more research regarding responsible and effective AI usage in HR is a relief. Many people are still so worried about AI taking so many aspects of jobs when in reality we are still learning and figuring out how to use it best in areas like Human Resources. The main point made in this article asking the question of Talent Acquisition with AI and how AI can stay fair really stood out to me. Without AI having emotions, morals, or any sort of human feeling, how can we expect AI to move forward in HR while staying fair amongst different employees? In my option, it may be best to have AI work alongside HR in this aspect to keep the aspect of emotion and fairness in the industry.
ReplyDeleteThe structure of research questions that flow across the six phases of the employee lifecycle presents an important roadmap for hospitality HR leaders. It is evident that in the hotel and resort environment, the Onboarding and Integration phase must be put to the top of the list. I believe the use of AI onboarding tools could provide increased efficiencies within orientation and training, but they also must allow for the underlying warmth of humanity and culture as service providers. If not, the difference between the "experience" and "hospitality" could disappear as a relational comparison when tied to automated hours. Finally, I would suggest the inclusion of a hospitality governance specific model that would require a connection to guest-outcomes on HR-AI ethics and employee engagement.
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