Author: Shahariar Rahman Khan, Avishek Nath, Fardin Aziz, Md Nafis Fuad, Nusrat Jahan Barsa, Anika M. Hasan

Doi: 10.26480/faer.02.2025.45.54

This is an open access article distributed under the Creative Commons Attribution License CC BY 4.0, which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited

This study aims to explore the impact of Artificial Intelligence (AI) on Human Resource Management (HRM) practices in Bangladesh, focusing on talent acquisition and employee engagement. The research seeks to analyze the use of AI in recruitment processes, the extent to which AI enhances employee engagement, and the challenges organizations face in adopting AI technologies within HRM. A qualitative research design was employed, utilizing semi-structured interviews with HR professionals, employees, and industry experts across various sectors in Bangladesh. A total of 60 interviews were conducted to gather insights on AI adoption, its effects on HRM, and the challenges encountered during its implementation. The study reveals that AI has significantly improved recruitment efficiency, reduced bias in selection, and enhanced employee engagement through personalized experiences and real-time feedback systems. However, challenges such as high costs, resistance to change, and concerns about privacy and job security were also identified. This research provides valuable insights into the benefits and challenges of AI integration in HRM, contributing to the understanding of how AI can shape HR practices in developing economies like Bangladesh. It also opens avenues for further studies on AI adoption in HRM, particularly in emerging markets. Organizations in Bangladesh can leverage AI technologies to improve recruitment processes and enhance employee engagement. However, careful consideration of ethical issues, employee concerns, and infrastructural barriers is essential for successful adoption. AI in HRM can improve job matching, reduce bias, and enhance employee satisfaction. However, its adoption needs to be managed carefully to avoid potential negative impacts on job security and privacy. This study offers novel insights into AI adoption in HRM within the context of Bangladesh, providing a basis for future research and practical applications in HRM across developing countries. The study is limited to a small sample size and specific geographic context, which may limit the generalizability of the findings to other regions.