© 2022 IJNRD | Volume 7, Issue 12 December 2022 | ISSN: 2456-4184 | IJNRD.ORG IJNRD2212244 International Journal of Novel Research and Development ( www.ijnrd.org) c369 ROLE OF ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCE MANAGEMENT 1 Divyansh Sudeep Dixit, 2 Dr Kapil Kathuria, 3 Dr Nisha Kumari, 4 Dr Krishan Kumar Raina 1 Research Scholar, 2 Professor, 3 Assistant Professor, 4 Professor and Head 1 Department of Business Management, 1 Dr. Yashwant Singh Parmar University of Horticulture and Forestry, Solan, India Abstract : The ever-growing role of artificial Intelligence has its advantages in various tasks of human resource management. This paper is made in order to analyse the role of artificial intelligence in human resource management, the advantages of artificial intelligence in human resource management and how it impacts working also to discuss the limitations or challenges it possess to human resource management. It helps to analyse the recent trends of artificial intelligence in Human Resource Management and how it increases overall efficiency and effectiveness of an organisation. The aim of this paper is to analyse how artificial intelligence can be of great importance in the field of human resource management. Artificial Intelligence can be a boon to an organisation and also a loss if we are overdependent over use of artificial Intelligence neglecting the role of humans and human intelligence in human resource management. IndexTerms - Artificial Intelligence, Human Resource Management, Advantages of artificial intelligence in Human Resource Management, changing of different functions of Human Resource Management with use of Artificial Intelligence (Training and Development, Recruitment and Selection, Technology), Challenges posed in human resource management with use of artificial intelligence. INTRODUCTION The role of Artificial Intelligence has been increased in the recent times whether it is small business or an MNC. It has been now an essential and inseparable part of any organisation. Human Resource is an important factor and it is one of 5 M of Management which are Money, Manpower, Materials, Machinery and Methods. The 4 factors can be same for everyone but the 5 th factor i.e., Manpower is the only factor that determines success of the organisation. Efficient Manpower means more benefit to the organisation and increasing the efficiency of the Organisation. Human Resource Management: Human Resource Management refers to the management of the manpower for increasing the efficiency and overall effectiveness of the organisation. Since each association is comprised of individuals, securing their administrations, fostering their abilities, propelling them to more elevated levels of execution and guaranteeing that they try to keep up with their obligation to the association is fundamental to accomplish hierarchical targets. This is valid, no matter what the sort of association - government, business, training, wellbeing or social activity. Human Resources Management (HRM) is that piece of the board cycle which creates and deals with the human component of the endeavour considering their cleverness as far as all out information, abilities, imaginative capacities, gifts, aptitudes and possibilities for really adding to the hierarchical targets. The main resource of the association is its representatives, so the single obligation of the executives is to oversee human asset in powerful way. The fundamental capability of the executives is to welcome representatives and association on a similar stage to meet the singular objectives as well as hierarchical objectives simultaneously. Human Resource Management definition given by some prominent authors are as follows: Human Resource Management (HRM) governs the personnel of a company. HRM can be simply said as Human Resources (HR). The process of managing people in a corporation in a specified and organized way is the initial definition of human resource management. Staffing, hiring, keeping employees, managing pay and benefits and setting them, performance management, managing changes, and many other duties fall within the purview of HR. This definition of personnel management is conventional and contemporary at the same time.