Designing a Model for Utilizing Artificial Intelligence in Human Resource Management with a Grounded Data Theory Approach

Subject Areas : Educational management

Leila Kheyrati ¹ , S. Shahram SalamatiNia ² , Soheil Dadfar ³

1 - Department of Information and Communication Technology Management, Kish International Branch, Islamic Azad University, Kish, Iran
2 - Department of Information and Communication Technology Management, Kish International Branch, Islamic Azad University, Kish, Iran
3 - Department of Information and Communication Technology Management, Kish International Branch, Islamic Azad University, Kish, Iran

Received: 2024-10-31 Accepted : 2025-01-19 Published : 2025-01-25

Keywords: Artificial intelligence, human resource management, grounded theory,

Abstract :

The main objective of this research is to design a model for the application of artificial intelligence in human resource management based on grounded theory. The research method is applied from the perspective of the objective and is qualitative based on data collection using the grounded theory method. Using purposive and snowball sampling methods, semi-structured in-depth interviews were conducted with 15 experts and key informants in the field of artificial intelligence and human resource management and academic experts, and the data were analyzed using open, axial, and selective coding through Max Quda 2020 software. The resulting paradigmatic model was formed based on the central phenomenon (development of artificial intelligence in human resource management) affected by causal conditions including (technological factors, organizational factors, and strategic factors), contextual conditions including (environmental factors, and ethical and social factors), and intervening variables including (human-related factors including components of employee trust and acceptance, user experience, ethical concerns, and skill gaps) along with action and reaction strategies (automation of repetitive tasks, talent acquisition, learning and development, data analysis, interaction with employees, changing human resource roles, collaboration with experts, and investment in technology) and positive and negative consequences.

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