Artificial Intelligence and Employee Wellbeing in Human Resource Management

AbstractArtificial Intelligence (AI) is transforming the landscape of Human Resource Management (HRM) by not only optimizing workforce management but also enhancing employee wellbeing. While AI applications can be adopted across multiple organisational departments, this paper emphasises their specific contributions to employee wellbeing and the strategic role of HR in planning for AI adoption. AI-driven tools are revolutionizing HR practices across recruitment, performance evaluation, employee engagement, and overall job satisfaction. In the area of employee wellbeing, AI-powered chatbots and virtual assistants provide real-time mental health support, while sentiment analysis tools assess workplace morale through employee feedback. Wearable technology and AI-driven wellness programs contribute to stress management and promote work–life balance, strengthening overall organizational health. From an HRM perspective, AI streamlines talent acquisition by automating resume screening, applying predictive analytics for candidate selection, and reducing bias in hiring.Furthermore, AI-powered learning platforms personalize training programs, thereby fostering continuous employee skill development and career growth. The motivation for adopting AI in HR is driven by the need to create a healthier, more engaged, and future-ready workforce. However, HR departments must carefully plan this adoption to address both opportunities and challenges. While AI enhances efficiency and support, it also raises concerns about employee adaptability, ethical considerations, and the balance between technology and human touch in HR functions. Understanding AI and its implications has thus become critical for HR professionals and employees alike. By strategically integrating AI, organizations can improve employee wellbeing, strengthen engagement, and build resilient, adaptive workplaces for the future.AI also enhances workforce analytics by identifying trends in employee performance, absenteeism, and attrition risks. These insights enable HR professionals to implement proactive strategies that address potential challenges before they escalate, thereby improving workforce stability and planning. Despite its numerous benefits, AI adoption in HRM raises valid concerns. Issues such as data privacy, algorithmic bias, and ethical implications in decision-making highlight the need for cautious implementation. To address these challenges, organisations must ensure fairness, transparency, and accountability while integrating AI into HR processes.The future of AI in HRM lies in achieving a balanced approach one that leverages AI’s analytical power while preserving the human touch in employee interactions. By fostering a data-driven, employee-centric model, AI contributes to a more engaged, healthier, and productive workforce, ultimately leading to improved organisational performance and higher job satisfaction.