Open Access

Seyda Simsek

• This study examines the application of artificial intelligence (AI) in human resource management (HRM) and its effects on employees, considering both operational benefits and the ethical, social, and psychological implications. Its analyzes real-world applications of AI in recruiting, performance management, talent development, and HR administration using qualitative secondary data from academic papers, industry publications, and case studies published between 2018 and 2024. To examine employee experiences, organizational issues, and ethical implications, a combined analytical approach is used, which incorporates the Technology Acceptance Model, Job Demand-Control Model, human-centered AI concepts, and the European Commission's Ethics Guidelines for Trustworthy AI. While AI can increase effectiveness, reliability, and strategic HR results, the findings highlight concerns about algorithmic bias, reduced human engagement, and risks to employee autonomy and well-being. This paper addresses the significance of organizational planning, transparency, and responsible oversight in AI implementation, highlighting that technology should supplement rather than replace human judgment. The study offers an understanding of the human-centered and ethical aspects of AI in HRM, as well as insights for organizations seeking to use AI responsibly while maintaining employee trust and engagement.