The impact of AI on human resource management cannot be understood only through efficiency gains or automation statistics. The more interesting question is how organizations adapt to AI and how employees respond to the changes it brings. AI adoption is not simply a technical upgrade. It is an organizational transformation that affects roles, routines, relationships, and expectations. A case study perspective is especially useful because it reveals how these changes unfold in

The topic of beliefs, anxiety, and change readiness for artificial intelligence adoption among human resource managers is especially important because HR professionals occupy a unique position in organizations. They are not only end users of AI systems. They are also change agents responsible for shaping how others perceive and experience those systems. Their attitudes can influence recruitment decisions, performance processes, workforce analytics, employee communication, and

Human resource management is undergoing one of the most significant transformations in its history. What was once primarily an administrative and compliance-oriented function is becoming increasingly data-driven, predictive, and strategic. Artificial intelligence is central to this change. Across organizations of every size, AI-based tools are now being used to screen resumes, answer employee questions, recommend learning content, detect workforce risks, and support decision-