The focus of this research paper is the influence of artificial intelligence (AI) on human resource management (HRM), particularly its aspects concerning recruitment, employee retention and employee development. Artificial intelligence helps to enhance recruitment procedures by automating candidate assessment as well as diminishing subjectivity in the process. Through the use of predictive analytics, campaigners in the management can be able to pinpoint possible employees who may be incapable in future and thus develop remedial strategies aimed at improving retention rate. Additionally, AI is also useful in developing appropriate learning and development programs that suit employee capabilities, ambitions and the organization’s goals, which leads to effective and efficient training and development as well as growth of the company. However, along with the advantages of AI in the efficiency of work and the quality of management’s decisions, the use of AI in Human Resources also involves ethical concerns, including those related to privacy and bias and fairness of the decision-making processes. With this paper, we shed light on the relevance of accountability measures related to the use of AI in HR interventions in order to enhance fairness and consistency in Human Resource practices. In doing so, organizations able to harness the power of AI in delivery of services and focus on fair decision-making processes so as to not create malice or discrimination in the workplace.