Yasmin M. M. The Impact of Artificial Intelligence on Human Resource Development and Enhancing Organizational Development Effectiveness

Abstract

This study explores how artificial intelligence is transforming HRM and organizational development, the study uses a synthetic dataset of 100,000 employee records and advanced AI algorithms to improve recruiting, turnover estimation, and workforce planning. Primary case study investigating AI's resume screening and attrition prediction. Using 'Satisfaction Level' and 'Last Evaluation', the Random Forest model predicted attrition 68.45% accurately. According to model predictions, approximately 70.06% of employees are likely to stay, and 29.94% may leave. This suggests that AI might enhance HR decision-making, workforce concerns, and staff management to meet company goals.

 The case study also automates candidate screening and retention with AI. HR staff saved time by using a zero-shot classification technology to match resumes to job descriptions. HR managers used attrition models to identify at-risk employees and implement retention measures.
Despite its practical benefits, the use of AI in HRM raises key ethical issues, including algorithmic bias, data privacy, and potential job displacement.

The report suggests ethical norms, opening AI systems, and educating HR professionals to use AI intelligently to overcome these concerns.  Final recommendations for incorporating AI into HR include strong privacy rules, worker confidence in AI systems, and linking AI-driven projects with company goals. The paper examines these difficulties and seizes these possibilities to discuss how to use AI in HRM sustainably and for people. Innovation, efficiency, and ethics are balanced.