The rapid development of artificial intelligence (AI) and automation technology can significantly disrupt the labor market. Artificial intelligence and automation may increase the productivity of some workers, but they can replace the work done by others and are likely to change almost all occupations, at least to some extent. Growing automation comes at a time of growing economic inequality, fuelling fears of technological mass unemployment and new political efforts to address the consequences of technological change [1]. Today, AI is considered the most innovative and promising arena of workplace and workforce management. Forty percent of HR functions in small and large companies worldwide now use AI-enhanced applications. These companies are primarily based in the United States, but European and Asian organizations are also involved. Research by PricewaterhouseCoopers shows that an increasing number of global companies are beginning to understand the value of artificial intelligence to support workforce management. In addition, 32% of HR departments at tech companies and others are reshaping organizations that use AI to optimize “adaptability and learning to best integrate insights from employee feedback and technology.” According to a recent IBM report (IBM, 2018), half of the HR leaders surveyed foresee and recognize the possibilities of technology in HR and talent acquisition and development. A Deloitte report shows that 71% of global companies consider human analytics a high priority in their organizations, as it should enable organizations not only to provide good business insights but also to address the so-called “people problem”. “Human problems” are also called “human risks”. These have several dimensions outlined in the Chartered Institute for Personal Development (CIPD) report, including talent management; healthiness and safety; employee beliefs; multiplicity and equivalence; employee associations; and reputational hazard [2, 3].