Identifying the Antecedent and Consequent Factors of the Impact of Artificial Intelligence on Human Resource Development
Keywords:
Artificial Intelligence, Human Resource Development, Fuzzy Delphi, Human Resource Management, Digital Transformation, Antecedent Factors, Consequent FactorsAbstract
The present study aimed to identify and prioritize the antecedent and consequent factors influencing the impact of artificial intelligence on human resource development using a qualitative and fuzzy Delphi approach. This study was developmental in purpose, descriptive-exploratory in nature, and qualitative in terms of data type. The research population consisted of hospital managers, information technology specialists, and university professors in fields related to human resource management who were selected through purposive sampling. Data were collected using semi-structured interviews and analyzed through inductive content analysis. After extracting the preliminary factors, a fuzzy Delphi questionnaire was developed and distributed among 11 experts in three rounds. Triangular fuzzy numbers, fuzzy mean analysis, defuzzification methods, and Kendall’s coefficient were used for data analysis. The findings of the fuzzy Delphi analysis indicated that “technology infrastructure and integration” was the most important antecedent factor influencing artificial intelligence impact on human resource development with a fuzzy score of 4.969. “Human factors and organizational readiness” ranked second with a fuzzy score of 4.965, while “organizational structuring and process-related factors” ranked third with a score of 4.114. Kendall’s coefficient increased from 0.38 in the first round to 0.64 in the third round, indicating improved expert agreement and acceptable consensus. The findings further demonstrated that artificial intelligence contributes to improving decision-making quality, increasing productivity, enhancing employee skills, optimizing human resource processes, and personalizing employee training and development. The results demonstrated that successful implementation of artificial intelligence in human resource development depends on technological infrastructure, human readiness, supportive organizational culture, and alignment between technology and human resource management. Artificial intelligence can significantly improve organizational agility and workforce capabilities through enhanced managerial and developmental processes. However, ethical considerations, transparency, and organizational trust remain essential requirements for sustainable and effective use of artificial intelligence in human resource development.
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