The impact of artificial intelligence on human resource decision-making in the context of balancing automation and the human factor

Authors

  • Mykhailo Povidaichyk State University "Uzhhorod National University"
  • Mariana Popyk State University "Uzhhorod National University"
  • Bohdan Furyk State University "Uzhhorod National University"

DOI:

https://doi.org/10.26906/EiR.2026.3(102).4711

Keywords:

personnel decisions, HR management, artificial intelligence, automation, algorithmic bias, algorithmic reductionism

Abstract

The article examines the impact of artificial intelligence on the process of human resource decision-making and identifies the main benefits, risks, and limitations of its application in HR management. The purpose of the study is to substantiate an approach to optimally combining automation capabilities with the professional judgment of HR specialists in the decision-making process. Contemporary approaches to the use of artificial intelligence technologies in recruitment, employee assessment, development, and personnel management are analyzed. Particular attention is paid to the mechanisms of human interaction with automated systems, including automation complacency, automation bias, and algorithmic reductionism, which may reduce the critical evaluation of algorithmic recommendations and affect perceptions of the fairness of personnel decisions. The study substantiates the feasibility of a differentiated approach to the automation of HR decisions depending on their complexity, potential consequences, and degree of impact on employees. A system of criteria for assessing the quality of AI-supported HR decisions is proposed, encompassing accuracy, efficiency, fairness, explainability, transparency, and the quality of human oversight. The study emphasizes the need to assess not only the accuracy of algorithmic recommendations but also how they are used by HR specialists and the actual outcomes of the resulting personnel decisions. The importance of maintaining meaningful human involvement in the most sensitive HR decisions is substantiated, particularly those concerning dismissal, disciplinary measures, promotion, and other decisions that may have significant consequences for employees. The practical significance of the proposed approach lies in its potential use for developing principles of responsible AI implementation in HR processes and methodological recommendations for organizing effective human oversight of automated HR decision-making. The proposed approach is aimed at achieving an optimal balance between the technological efficiency of HR process automation and human professional judgment and responsibility.

Author Biographies

  • Mykhailo Povidaichyk, State University "Uzhhorod National University"

    Doctor of Pedagogical Sciences, Associate Professor, Professor at the Department of Cybernetics and Applied Mathematics

  • Mariana Popyk, State University "Uzhhorod National University"

    PhD in Economics, Associate Professor, Associate Professor at the Department of Tourism Infrastructure and Hotel & Restaurant Business

  • Bohdan Furyk, State University "Uzhhorod National University"

    Postgraduate Student

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Published

2026-10-07

Issue

Vol. 3 No. 102 (2026): Economics and region

Section

ECONOMICS AND BUSINESS ADMINISTRATION

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Copyright (c) 2026 Михайло Повідайчик, Мар’яна Попик, Богдан Фурик

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This work is licensed under a Creative Commons Attribution 4.0 International License.