Paper Details

Name: Kavita Richhariya
Country: India

Year: 2025
Volume: Volume No: 12, Issue No: 2, Year: 2025, (Specials issue-1)
Page Number: 73-79
DOI: https://doi.org/10.5281/zenodo.17839097

ABSTRACT
“The way in which talent is recruited, on boarded, and managed by organizations is being
rapidly redefined by the integration of Artificial Intelligence (AI) into human resource (HR)
processes. As the desire for effectiveness, customization, and data-driven decision-making
grows, unprecedented opportunity to disrupt traditional human resource processes is offered
by AI. The paper looks at the role of AI in three crucial HR domains: hiring, onboarding, and
performance tracking, highlighting both the revolutionary potential and the limitations
involved with its implementation.
AI technologies like as machine learning (ML) and predictive analytics are being utilized for
automated and enhanced hiring operations. Artificial intelligence-powered application
tracking systems (ATS) can scan thousands of resumescan scan in seconds with the help of
Artificial intelligence-powered application tracking systems (ATS) to find top candidates
based on predetermined criteria, and decrease human bias using standardized rating
metrics.Additionally, candidate involvement is being increased and communication is being
sped up by chatbots and digital interview technologies.However, questions are raised about
algorithmic bias, transparency, and the possibility of previous discrepancies being repeated if
biased datasets are used to train AI models.Onboarding, a usually resource-intensive step, is
also being benefited from by AI-powered advances. Interactive tutorials and individualized
learning paths are now being used by virtual onboarding assistants to help new workers
manage administrative processes, complete required documentation, and adjust to their new
jobs.
One of the most challenging but potentially rewarding applications of AI is performance
tracking. The effect of subjectivity, occasional feedback, and a lack of data are common
problems with traditional performance review systems. In order to present a comprehensive
and unbiased picture of employee contributions, artificial intelligence (AI) has the capability
to gather and evaluate ongoing performance data from a variety of sources. This enables
more accurate appraisals, reveals inactive potential, and promotes smart talent management
in any organization”.
Keywords: Hiring, Onboarding and Performance Tracking, Artificial Intelligence,
Recruitment, Application tracking systems, Chatbots, Machine Learning, Performance review
system