Purpose: This article explores the adoption of Artificial Intelligence (AI) in Human Resource Management (HRM) in the UAE, focusing on the critical challenges of fairness, bias, and privacy in recruitment processes. The study aims to understand how AI is transforming HR practices in the UAE, highlighting the issues of bias and privacy while examining real-world applications of AI in recruitment, employee engagement, talent management, and learning and development.
Methodology: Through case study methodology, detailed insights are gathered from these companies to understand real-world applications of AI in HRM. A comparative analysis is conducted, comparing AI-driven HRM practices in UAE-based organizations with international examples to highlight global trends and best practices.
Findings: The research reveals that while AI holds significant potential to streamline HR functions such as recruitment, onboarding, performance monitoring, and talent management, it also introduces challenges. In part icular, the study highlights the risks of AI unintentionally reinforcing biases in recruitment processes concerning nationality, gender, and ethnicity. Furthermore, privacy concerns arise as AI systems process large volumes of personal data, conflicting with the UAE’s evolving data protection regulations.
Originality: This paper contributes to the growing body of literature on AI in HRM by focusing on the unique context of the UAE, a rapidly developing market with a highly diverse workforce. It highlights the specific challenges and opportunities faced by organizations in the UAE when implementing AI in HRM, particularly regarding fairness, bias, and data privacy. By combining case study methodology with a comparative analysis of international practices, the study offers practical insights and recommendations for HR professionals seeking to optimize AI use while adhering to ethical and regulatory standards.
Key Words: Artificial Intelligence, Human Resource Management, Strategies, UAE.
