Bibliographic record
Abstract
The rapid advancement of Artificial Intelligence (AI) has brought profound changes to Human Resources (HR) practices, transforming key areas such as talent acquisition, performance management, and employee engagement. However, despite its potential, AI’s adoption in HR raises significant concerns related to algorithmic bias, transparency, and ethical considerations. This paper seeks to address these challenges by exploring the critical factors that influence the successful integration of AI in HR functions. Through a comprehensive literature review and comparative analysis, this study identifies the benefits and limitations of AI in workforce management and provides recommendations for organizations to mitigate bias and enhance decision-making processes. The findings indicate that while AI can streamline HR operations, its full potential is only realized when aligned with human-centric and ethical practices. The paper concludes by proposing a framework for responsible AI adoption in HR that balances technological innovation with fairness and inclusivity, ultimately contributing to more effective and equitable workforce management.
Fetched live from OpenAlex and de-inverted. Abstracts are not stored in this database: the inverted indexes are 8.6 GB of the frame’s 9.3 GB of text, and the host has 13 GB free.
How this classification was reachedexpand
Full frame machine prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. The Gemma side is a direct model label for every work in the frame, read from the title-only record. The Codex side is a classifier learned from the 10,348 direct Codex labels and calibrated to design-weighted sample rates; fields without enough sample support carry no Codex call. Candidate is the union of the two sides; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels.
Distilled classifier scores by category (both heads)
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.015 | 0.015 |
| Meta-epidemiology (narrow) | 0.001 | 0.001 |
| Meta-epidemiology (broad) | 0.000 | 0.001 |
| Bibliometrics | 0.003 | 0.002 |
| Science and technology studies | 0.003 | 0.018 |
| Scholarly communication | 0.011 | 0.009 |
| Open science | 0.004 | 0.009 |
| Research integrity | 0.005 | 0.004 |
| Insufficient payload (model declined to judge) | 0.008 | 0.001 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from itClassification
machine, unvalidatedMachine predicted; a candidate call from one source (direct Gemma or distilled Codex), not a consensus.
How this classification was reached, model by model and score by score, is at the end of the page under "How this classification was reached".