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<p>This study explores the benefits and challenges of implementing artificial intelligence (AI) in human resource management (HRM) among public institutions in Tanzania. Using a cross-sectional research design, data was collected from 217 HR practitioners through random sampling and questionnaires. The descriptive approach assessed participants’ understanding of AI, its perceived benefits, challenges, and risks in HRM. The findings on the perceived benefits of AI in HRM show that increased efficiency, better decision-making, and cost reduction are the top advantages, while ease of use ranks the lowest. However, challenges such as lack of expertise, data privacy concerns, high costs, and resistance to change remain significant barriers. Most respondents strongly agree that AI enhances recruitment, training, performance management, and compliance, but concerns persist over bias, transparency, and emotional intelligence limitations in areas like employee relations and compensation. Additionally, results on risks of using AI on HRM indicate that high-risk components like Human Resource Information System (HRIS), Recruitment, Compensation, and Performance Management face serious concerns such as bias and implementation complexity. Moderate-risk areas like succession planning and compliance show manageable challenges, while low-risk components like health and safety and employee relations reflect minimal issues. Statistical analysis confirms significant associations between risk levels and several HRM components, especially HRIS and Recruitment (p &lt; 0.01), highlighting the need for targeted interventions. The study emphasizes the need for public institutions to establish robust ethical frameworks, invest in capacity-building for HR practitioners, and ensure human oversight in AI-driven processes. By addressing these concerns, public institutions can mitigate risks, improve AI adoption, and optimize the potential of AI to enhance HR practices, offering a roadmap for equitable, effective, and ethical implementation of AI technologies in workforce management. </p>

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Potential benefits and challenges of artificial intelligence in human resource management in public institutions

  • 期刊论文

  • 出版模式：

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  • 发表日期：

    2025年5月12日

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  • Kelvin M. Mwita,
  • Felician Andrew Kitole

摘要

This study explores the benefits and challenges of implementing artificial intelligence (AI) in human resource management (HRM) among public institutions in Tanzania. Using a cross-sectional research design, data was collected from 217 HR practitioners through random sampling and questionnaires. The descriptive approach assessed participants’ understanding of AI, its perceived benefits, challenges, and risks in HRM. The findings on the perceived benefits of AI in HRM show that increased efficiency, better decision-making, and cost reduction are the top advantages, while ease of use ranks the lowest. However, challenges such as lack of expertise, data privacy concerns, high costs, and resistance to change remain significant barriers. Most respondents strongly agree that AI enhances recruitment, training, performance management, and compliance, but concerns persist over bias, transparency, and emotional intelligence limitations in areas like employee relations and compensation. Additionally, results on risks of using AI on HRM indicate that high-risk components like Human Resource Information System (HRIS), Recruitment, Compensation, and Performance Management face serious concerns such as bias and implementation complexity. Moderate-risk areas like succession planning and compliance show manageable challenges, while low-risk components like health and safety and employee relations reflect minimal issues. Statistical analysis confirms significant associations between risk levels and several HRM components, especially HRIS and Recruitment (p < 0.01), highlighting the need for targeted interventions. The study emphasizes the need for public institutions to establish robust ethical frameworks, invest in capacity-building for HR practitioners, and ensure human oversight in AI-driven processes. By addressing these concerns, public institutions can mitigate risks, improve AI adoption, and optimize the potential of AI to enhance HR practices, offering a roadmap for equitable, effective, and ethical implementation of AI technologies in workforce management.