Project 4

Brief description of the project (purpose and approach)

This project is a textbook chapter titled “Artificial Intelligence in Global Human Resource Management”, authored by Dr An Nguyen, which examines how artificial intelligence is transforming human resource management (HRM) practices in global organisations and explores the ethical, managerial, and educational implications of these changes.

The chapter forms part of the forthcoming textbook Global Futures of Work, edited by Ian Hill. The book is designed as a core teaching resource for undergraduate and postgraduate business and management students studying topics related to the future of work, including emerging technologies such as AI.

The chapter provides an accessible yet critical overview of how AI technologies, including machine learning and Natural Language Processing, are increasingly being integrated into key HR functions such as job design, recruitment and selection, performance management, and employee development.

Using real-world organisational examples, including AI-enabled recruitment tools used by companies such as Indeed and AI-driven learning platforms such as Docebo, the chapter demonstrates how AI systems are reshaping talent management practices in global organisations.

A central analytical focus is the changing boundary between human and algorithmic decision-making in the workplace, and the implications this has for accountability, organisational governance, and the role of HR professionals.

Key insights

The chapter highlights several key themes relevant to the integration of AI into work and management:

·       AI systems are increasingly used to support data-driven decision-making in HR, particularly in recruitment screening, talent analytics, and personalised employee development.

·       While AI tools can improve efficiency and potentially reduce some forms of bias, they also introduce new ethical risks, including surveillance, privacy concerns, and algorithmic bias.

·       AI-enabled HR systems often create “responsibility gaps”, where accountability for decisions becomes unclear due to the distributed nature of AI development and deployment.

·       HR professionals therefore play a crucial role as ethical stewards, ensuring that AI systems are used responsibly and that human oversight remains central to decision-making.

Teaching innovation and educational relevance

The chapter includes a teaching innovation component designed to help students critically engage with the ethical and organisational implications of AI in the workplace. Through case-based reflection activities including analysis of high-profile failures such as the Amazon AI recruitment algorithm case, students are encouraged to examine issues such as algorithmic bias, surveillance, and consent in organisational contexts.

This approach helps develop students’ critical AI literacy, encouraging them to move beyond technical understanding and consider the broader social, ethical, and governance challenges associated with AI adoption in organisations.

Practical and policy implications

For educators, the chapter provides a framework for integrating AI literacy and ethical reflection into business and management curricula, helping students understand how emerging technologies reshaping work and employment are.

For organisations and policymakers, the chapter highlights the importance of responsible AI governance, including transparency, accountability mechanisms, stakeholder engagement, and regulatory oversight of AI-enabled workplace systems. As AI technologies become increasingly embedded in employment practices, developing graduates who understand both the opportunities and risks of AI in organisational decision-making will be critical for responsible adoption.

Outputs

Book chapter: “Artificial Intelligence in Global Human Resource Management”, Forthcoming textbook: Global Futures of Work, edited by Ian Hill (textbook for undergraduate and postgraduate business and management programmes)