Thesis Abstract

Abstract
This thesis explores the implementation of Artificial Intelligence (AI) in the field of Human Resource Management (HRM) specifically focusing on recruitment and selection processes. The rapid advancement of AI technology has presented new opportunities for HR professionals to streamline and enhance their recruitment practices. This study investigates the potential benefits, challenges, and implications of integrating AI tools in the recruitment and selection process within organizations. The introduction provides an overview of the significance of AI in HRM and sets the context for the research. The background of the study highlights the evolution of recruitment practices and the need for innovative solutions to improve efficiency and effectiveness. The problem statement identifies the gaps and challenges faced by HR professionals in traditional recruitment processes, leading to the exploration of AI-based solutions. The objectives of the study are to evaluate the impact of AI on recruitment and selection processes, assess the effectiveness of AI tools in candidate screening and assessment, and analyze the implications of AI implementation on HR practices. The limitations and scope of the study are also discussed to provide clarity on the research boundaries. A comprehensive literature review in Chapter Two explores existing research on AI in HRM, recruitment strategies, AI technologies, and their application in recruitment and selection. The review synthesizes key findings and identifies trends, challenges, and opportunities in the field. Chapter Three outlines the research methodology, including research design, data collection methods, sampling techniques, and data analysis procedures. The chapter also discusses ethical considerations and limitations of the research process. In Chapter Four, the findings of the study are presented and analyzed in detail. The discussion explores the impact of AI on recruitment and selection outcomes, the challenges faced by HR professionals in AI implementation, and the potential benefits of AI tools in enhancing recruitment practices. Finally, Chapter Five provides a summary of the key findings, conclusions drawn from the research, and recommendations for future research and practical implications for HR professionals. The study concludes by emphasizing the importance of embracing AI technologies in HRM to improve recruitment and selection processes and achieve organizational success in the digital age. Overall, this thesis contributes to the growing body of knowledge on AI in HRM and provides valuable insights for HR professionals looking to leverage AI tools for recruitment and selection purposes.

Thesis Overview