AI INTEGRATION IN PERSONNEL POLICY: FUNDAMENTALS, LIMITATIONS, AND ECONOMIC EFFICIENCY

Abstract

n the current conditions of a market economy, personnel policy within the mechanisms of economic digitalization is no longer focused solely on increasing productivity or revising technological processes. Thanks to artificial intelligence and new methods of economic digitalization, organizations are able to transform management models and human resource development, placing personnel policy at the center of organizational transformation dynamics. Therefore, at present, personnel policy is undergoing a shift in priorities: it is moving away from the traditional administrative model toward comprehensive planning and strategic management with an emphasis on the use of new mechanisms of scientific and technological progress. Today, managers prioritize skills forecasting, organizational flexibility, and social sustainability. The emergence of new AI- and automation-based systems challenges conventional management mechanisms and requires a critical reconsideration of established conceptual and methodological frameworks. Approaches to planning, training, evaluation, and professional development now differ significantly from those used in the previous century. Despite the positive dynamics of artificial intelligence integration and its considerable potential, AI in personnel policy faces several categories of limitations.