What is it about?
Artificial intelligence is increasingly used in HR decisions such as recruitment, performance evaluation and promotion. While these systems promise efficiency, they can also introduce bias, reduce transparency and weaken employee trust when decisions appear to be “made by algorithms.” This article explains how HR leaders can use AI responsibly without giving up human judgment or accountability. It highlights common mistakes organizations make when relying too heavily on automated recommendations and outlines practical governance actions that keep humans clearly responsible for decisions. The article shows how transparency, fairness checks and human oversight can help HR leaders benefit from AI while maintaining trust and ethical responsibility in people management.
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Why is it important?
Why is it important? As AI becomes embedded in hiring, performance evaluation, and workforce planning, HR leaders face growing risks of bias, overreliance on automation, and declining employee trust. This article highlights how governance, transparency, and human oversight must evolve alongside AI systems to ensure ethical and accountable decision-making. By linking responsible AI principles with strategic HR leadership, it offers a practical framework for building explainability, accountability, and trust in AI-enabled human resource management.
Perspectives
Here’s a short, personal “Perspectives” statement you can paste into Kudos: Perspectives In my view, the growing use of AI in HR decisions marks a pivotal shift from administrative automation to strategic governance. This work reflects my commitment to ensuring that AI supports fair, transparent, and human-centered decision-making, rather than replacing critical managerial judgment. I hope it encourages HR leaders to see responsible AI not as a compliance burden, but as a source of long-term organizational trust and sustainable performance.
Meisam Karami
Read the Original
This page is a summary of: Using AI in HR decision-making: what HR leaders must change to avoid bias, blind automation and loss of trust?, Strategic HR Review, January 2026, Emerald,
DOI: 10.1108/shr-12-2025-0126.
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