The pervasiveness of artificial intelligence (AI) within contemporary organisations is an undeniable phenomenon. The primary objective of this chapter is to undertake a meticulous bibliometric analysis of the scholarly literature that investigates the interconnected exploration of the utilisation and ramifications of artificial intelligence (AI) within the realm of human resource management (HRM). The researchers consulted the valued scientific database Scopus, which proved to be a fount of knowledge. Ninety-one documents were initially retrieved and meticulously chosen for the analysis. The data underwent processing through the esteemed Bibliometrix software and the sophisticated Biblioshiny application tool. The results evince that the application of artificial intelligence (AI) to human resource management (HRM) constitutes an emerging domain of inquiry, characterised by a continuous and unwavering expansion and a promising trajectory for the future. Finally, the discourse examined the comparative themes that emerged before and after the advent of the COVID-19 pandemic.
TopIntroduction
Artificial intelligence (AI), which is more widely known, is one of the most important technological advances that is changing the way people work. According to academic standards, it is important to recognise the possible impacts of artificial intelligence (AI) development (Tambe et al., 2019). Undoubtedly, the widespread use of AI has the potential to eliminate large parts of many jobs, worsening the growing problem of social imbalance. It could also have positive effects, such as making jobs better or adding jobs instead of completely replacing them. When combining these ideas, it is reasonable to say that artificial intelligence (AI) will have a huge impact on the future of human resource management (HRM). The use of AI in human resource management has great potential and can lead to many interesting results (Radonjić et al., 2022).
Given the multi-disciplinary nature of AI-HRM, it surpasses the conventional confines of traditional HRM. The dissemination of AI-infused HR solutions is contingent upon technological advancements, while the application and implications of these tools require the integration of viewpoints garnered from the social sciences. Scholars from a variety of disciplines have made essential contributions to artificial intelligence and human resource management (Brynjolfsson & McAfee, 2017). In the field of computer science, researchers have developed artificial intelligence (AI) algorithms to address and resolve human resource management (HRM) quandaries. While there is a substantial body of research on the intersection of artificial intelligence and human resource management (AI-HRM) across diverse disciplines, it is worth noting that each discipline has approached this subject from a distinct perspective, with little regard to the combination of interdisciplinary insight. While various departments across multiple organisations have embraced and integrated artificial intelligence (AI)-based tools into their operational frameworks, it is regrettable to note that the esteemed Human Resources (HR) department, as explained by Vrontis et al. (2022), has hitherto encountered impediments to successfully implementing these tools.
While reading academic literature, one comes across an abundance of works that explore the field of AI-HRM research (Tambe et al., 2019). However, it is important to note that the majority of these articles revolved around the fundamental concept of subject matter. Our study focused on a rigorous investigation of bibliometric analysis, with the goal of uncovering the intricate tapestry of research trends and the cryptic terrain of the unknown (Prikshat et al., 2023). Therefore, it is critical to provide a thorough explanation spanning a clear trajectory of the current research environment and emerging paradigms in the field of artificial intelligence and human resource management convergence.
In light of the current paradigm, it is evident that COVID-19 no longer poses the same level of risk to the majority of the population as it did during its early stages (Mer & Virdi, 2023). The perception of the pandemic's end is due in part to political and economic forces (Khalifa et al., 2022). Despite the widespread impact of the pandemic on academic research (Morshidi et al., 2022), no comprehensive bibliometric assessment of COVID-19 and AI-HRM has been conducted prior to, during, or after the pandemic (Mer & Virdi, 2023; Abdul Rahman et al., 2022). To address this gap in knowledge, the present study aims to conduct a bibliometric analysis of AI-HRM studies spanning the pandemic period. Therefore, the main goal of this study is to answer the following research questions (RQ) to show how previous research has gone into the field of Artificial Intelligence in Human Resource Management (AI-HRM) during the periods, while also looking at the latest developments in this rapidly changing field on a global level.
Research Question 1: What are the current states and trends of publications of the
AI-HRM studies?
Research Question 2. What are the highly cited documents in AI-HRM research?
Research Question 3. Who are the most productive contributors in AI-HRM in terms of source titles, authors, institutions, and countries.
Research Question 4. What are the important keywords in the AI-HRM prior and post
COVID-19 pandemic?
Research Question 5. What are the themes involved in the AI-HRM prior and post
COVID-19 pandemic?