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Stream/Area:
-
Subject:
-
Paper ID:
10.55041/IJSREM.GSTCOS078
Volume:
10 |
7 |
Jul 2026
Pages:
1-9
Publication Frequency:
Monthly (12 issues per year)
License:International Journal of Scientific Research in Engineering and Management follows the Creative Commons Attribution 4.0 (CC BY 4.0) License, allowing free use and distribution with proper attribution.
Student of MBA,
CMR Institute of Technology, Hyderabad, Telangana
Assistant Professor
CMR Institute of Technology, Hyderabad, Telangana
This study examines the role of Artificial Intelligence (AI)-based HR tools in enhancing employee performance in the IT sector. The research focuses on AI applications such as automated recruitment systems, performance management software, learning platforms, and HR chatbots. Data was collected from 120 IT professionals using a structured questionnaire and analyzed through percentage analysis and the Chi-square test. The findings reveal that AI-powered HR tools significantly improve employee productivity, engagement, task efficiency, and overall job performance. HR chatbots were found to enhance communication, provide timely support, and improve employee experience. However, challenges such as lack of training, system reliability issues, insufficient organizational support, and resistance to change affect successful implementation. The study concludes that effective adoption of AI-based HR tools can substantially improve employee performance and organizational effectiveness in the IT sector.
KEYWORDS
The study examined the impact of AI-based HR tools on employees performance in the IT sector. The findings reveal that AI tools improve productivity, engagement, communication, and overall employee support. Employees generally have a positive perception of AI-driven HR systems and chatbots. However, challenges such as lack of training, system errors, and inadequate organizational support affect effective adoption. The study concludes that AI-based HR tools can significantly enhance employee performance when supported by proper training and reliable implementation strategies.
· Angrave, David, et al. “HR and Analytics: Why HR Is Set to Fail the Big Data Challenge.” Human Resource Management Journal, 2016. · Bondarouk, Tanya, and Chris Brewster. “Conceptualising the Future of HRM and Technology Research.” International Journal of Human Resource Management, 2016. · Strohmeier, Stefan, and Federico Piazza. “Artificial Intelligence Techniques in Human Resource Management—A Conceptual Exploration.” German Journal of Human Resource Management, 2015. · Stone, Dianna L., et al. “The Influence of Technology on the Future of Human Resource Management.” Human Resource Management Review, 2015. · Parry, Emma, and Stefan Strohmeier. “The Impact of e-HRM on Organizational Performance.” International Journal of Human Resource Management, 2014.
Publication Date
7/4/2026
Peer Review Type
Double-Blind Peer Review
Review Rounds: 2
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Conflict of Interest
The authors declare no conflict of interest related to this research work.
Funding Information
No funding information available for this research.
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