TECHNOLOGY AS A STRATEGIC PARTNER - THE IMPACT OF HRIS AND ARTIFICIAL INTELLIGENCE ON HUMAN RESOURCE MANAGEMENT

Mariam Gabashvili   [email protected] 

 

Abstract

Can technology become a strategic partner in human resource management? Traditionally, the HR function was perceived primarily as an administrative process relying on manual operations. However, the digital era, as in many other domains, has transformed the nature of HR management. The growing pace of global change has compelled organizations to adapt to technological innovation. The new era has fundamentally reshaped organizational approaches to work processes, creating an environment in which digital tools play a central role.

Technological development has brought forth the need for process optimization. Consequently, HR management practices have gradually shifted from paper-based administrative operations toward a digital ecosystem. The introduction of Human Resource Information Systems (HRIS) has automated numerous HR functions, increasing efficiency and facilitating data-driven decision-making. Over time, the logical continuation of HRIS evolution became the integration of Artificial Intelligence (AI), which further enhanced and diversified HR processes. The synergy of these technologies has elevated HR management to a new analytical and data-driven dimension.

With the growing economic and organizational influence of AI, its integration has become a transformative force across industries. The primary aim of this article is to explore the strategic significance of automation and artificial intelligence in human resource management. It examines the development of HRIS systems, their functional capabilities, and algorithmic integrations that ensure operational efficiency and data-based decision-making. Additionally, the paper presents international case studies illustrating the practical applications of HRIS and AI technologies in global organizations.

Keywords: Artificial Intelligence (AI), Human Resource Information System (HRIS), automation