This study aims to examine how human-based artificial intelligence (AI) technologies could influence the process of recruiting and developing humans in the Jordanian manufacturing sector. The proposed study works by using the human-centered design theory and the resource-based view to test the hypothesis concerning the implications of three AI dimensions, including AI-powered recruitment tools, AI-driven talent analytics and AI-supported candidate experience, determining the recruitment effectiveness and talent development.
The study also evaluates the mediating role of HR decision-making quality. A quantitative approach was used using data collected from 547 HR professionals through a structured online questionnaire. Structural equation modeling (SEM) using Smart-PLS 4.0 was applied to test the research model.
The results affirm that the three AI dimensions have a positive impact on the quality of the HR decision-making and the quality of the recruitment and talent outcomes. The indirect impacts of AI applications facilitated through enhanced decision-making are simplified via the use of mediation analysis. These results imply the potential of making AI more user-friendly and ethical to enhance the effectiveness of the human resource management (HRM) practice in rapidly changing industrial contexts.
The current study can positively benefit organizations in terms of theoretical contributions and practical guidance on how organizations can responsibly deploy AI and still help them achieve the goals of agility and strategic alignment within their functions of HRM.
