Beyond AI Adoption: People Management, Work Design and Sustainable Performance in AI-Enabled Organisations

Description

AI systems are increasingly used in HR functions such as recruitment, employee analytics, training, performance management and workforce planning. While organizations often expect these systems to improve efficiency and fairness, they raise concerns about transparency, employee wellbeing, job quality and whether such systems genuinely enhance organizational performance. This special issue shifts focus from simply whether organizations adopt AI to how AI-enabled HR systems should be designed, governed and experienced to benefit employees and organizational effectiveness.

The special issue examines the relationship between AI-enabled HR practices and sustainable organizational performance, considering both potential benefits and risks. It invites research exploring when and how AI strengthens or undermines work quality, fairness, employee voice, inclusion and capability development. The collection addresses emerging regulatory interest from bodies like the OECD and EU AI Act, which recognize that AI in employment decisions requires responsible governance.

Extrait. Lire l'appel complet sur le site de l'éditeur.

Potential topics

• AI-enabled recruitment, selection and fair access to work: How AI screening, automated assessments, candidate ranking, video interviews and people analytics affect fairness, validity, transparency, accessibility and selection outcomes.
• AI-supported training, development and capability building: How AI-enabled learning systems, skills analytics, career platforms and talent systems affect reskilling, development access, career visibility and employee capability.
• AI-enabled performance management, monitoring and evaluation: How algorithmic monitoring, datafication and AI-supported appraisal affect fairness, trust, employee agency, wellbeing, reasonable adjustment and performance outcomes.
• Work design, job quality and employee voice in AI-enabled workplaces: How AI changes autonomy, workload, coordination, meaningful work, participation, consultation and human oversight in people-management decisions.
• Inclusion, disability, governance and sustainable organisational effectiveness: How organisations design AI-enabled HRM systems that reduce bias, support EDI, protect disabled workers and applicants, strengthen trust and contribute to sustainable organisational performance.