Moskva, Moscow, Russian Federation
The article is devoted to the study of the problems and limitations that need to be paid attention to when implementing artificial intelligence (AI) technologies in human resource management systems. The possibilities of using various types of AI in human resource management (generative and conversational AI, deep learning, automation) are presented. The results of national and global studies are summarized and the key problems that arise when expanding the practice of implementing AI technologies in the studied area are highlighted, in particular: difficulties in determining the right balance of automation, employee distrust of AI technologies and difficulties in obtaining new data, the need for significant adaptation of employee skills to ensure complementarity with AI, the need to adjust the organizational culture, control systems and eliminate the negative impact of AI on mental health, the risk of dehumanization of work and the emergence of conflicts between people and AI. It has been shown that as companies move from experimenting with AI technologies to implementing them into core work, the lack of well-thought-out implementation models and insufficient attention to these issues leads to both digital transformation failures and the emergence of new stressors and increased risk of emotional burnout, especially for workers who adapt to AI tools at an accelerated pace.
artificial intelligence, digital transformation, acquisition of new skills, dehumanization, emotional burnout
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