Inteligencia Artificial en la Gestión del Talento Humano: De la Automatización Operativa a la Estrategia Predictiva Basada en Datos
Artificial Intelligence in Human Talent Management: From Operational Automation to Data-Driven Strategic Forecasting
Published in: Vol. 20, No. 2 (2025)
ABSTRACT:
In recent years, Artificial Intelligence (AI) has emerged as a transformative force in Human Resource Management (HRM), shifting its role from administrative support to strategic decision-making. This article offers a critical and integrative review of the current applications of AI in HRM, focusing on its potential to automate key processes—such as recruitment, performance evaluation, and personalized development—while also exposing the ethical, organizational, and cultural challenges that accompany its implementation. Through a qualitative, documentary methodology, the study analyzes how AI enhances efficiency, reduces bias, and fosters evidence-based leadership. At the same time, it underscores the risks of algorithmic opacity, data misuse, and inadequate digital competencies. The findings highlight that AI can only deliver sustainable value when adopted with ethical responsibility, strategic clarity, and a human-centered approach. The article concludes with a call for organizations to redefine their HR models through inclusive, anticipatory, and transparent integration of intelligent systems.
ABSTRACT:
In recent years, Artificial Intelligence (AI) has emerged as a transformative force in Human Resource Management (HRM), shifting its role from administrative support to strategic decision-making. This article offers a critical and integrative review of the current applications of AI in HRM, focusing on its potential to automate key processes—such as recruitment, performance evaluation, and personalized development—while also exposing the ethical, organizational, and cultural challenges that accompany its implementation. Through a qualitative, documentary methodology, the study analyzes how AI enhances efficiency, reduces bias, and fosters evidence-based leadership. At the same time, it underscores the risks of algorithmic opacity, data misuse, and inadequate digital competencies. The findings highlight that AI can only deliver sustainable value when adopted with ethical responsibility, strategic clarity, and a human-centered approach. The article concludes with a call for organizations to redefine their HR models through inclusive, anticipatory, and transparent integration of intelligent systems.
KEYWORDS:
Artificial Intelligence, Human Talent Management, Strategic HRM, Predictive Analytics, Algorithmic Bias, Digital Transformation, Ethical Governance, Human-Centered Organizations.
Artificial Intelligence, Human Talent Management, Strategic HRM, Predictive Analytics, Algorithmic Bias, Digital Transformation, Ethical Governance, Human-Centered Organizations.
Link: Inteligencia Artificial en la Gestión del Talento Humano: De la Automatización Operativa a la Estrategia Predictiva Basada en Datos
DOI: https://doi.org/10.64244/dv20i2a
DOI: https://doi.org/10.64244/dv20i2a
Author(s) / Autores:
Dr. José Luis Abreu; Dr. Patricio Galindo & Dra. Diana Maricela Vázquez Treviño
Dr. José Luis Abreu; Dr. Patricio Galindo & Dra. Diana Maricela Vázquez Treviño
Citation / Cita:
Abreu, J. L., Galindo, P., & Vázquez Treviño, D. M. (2025). Inteligencia artificial en la gestión del talento humano: De la automatización operativa a la estrategia predictiva basada en datos. Daena: International Journal of Good Conscience, 20(2), 1–24. https://doi.org/10.64244/dv20i2a3
Abreu, J. L., Galindo, P., & Vázquez Treviño, D. M. (2025). Inteligencia artificial en la gestión del talento humano: De la automatización operativa a la estrategia predictiva basada en datos. Daena: International Journal of Good Conscience, 20(2), 1–24. https://doi.org/10.64244/dv20i2a3
