ARTIFICIAL INTELLIGENCE IN MANAGEMENT SYSTEMS

Abstract

The study project in question investigated the implications of the utilization of Artificial Intelligence (AI) technologies on the outcomes of talent management and how it effects employee performance in organizations. This was accomplished by examining the perceptions of AI efficiency, ease of use, training, insights, and general use among employees. In order to carry out the study and compute the descriptive statistics, correlation analysis, and multiple regression, a quantitative survey was conducted with 55 participants. The results of this survey demonstrated that artificial intelligence has the potential to play a significant role in the optimization of talent, with efficiency, ease of use, and AI-generated insights becoming major predictors. Both the general application of artificial intelligence and the training of AI did not result in any statistically significant impacts. This indicates that the value that is generated is not in the adoption of AI systems but rather in the integration of AI systems that are effective, intuitive, and insight based. The findings indicate that strategic integration and quality tool design play a key role in the enhancement of HR processes. Furthermore, the findings suggest that future researchers should increase the size of their samples, take into account additional variables, and employ mixed method approaches in order to get a fundamental comprehension of the subject matter. The results are especially applicable to the organizations that use AI-enabled HR systems, e.g. algorithmic performance dashboards, predictive analytics tools, and machine-learn-based appraisal platforms.