题　目：Bridging the AI-HRM Divide: From Theoretical Frameworks to Practical Implementation

嘉　宾：Qian Zhang, 助理教授, University of Ottawa

主　持：欧阳璨, 副教授, 上海交通大学

时　间：2025年6月25日（周三）13:30-15:00

地　点：上海交通大学 徐汇校区安泰楼A305室

内容简介:

The increasing adoption of artificial intelligence (AI) in human resource management (HRM) represents a pivotal shift in how organizations approach talent management, bringing both transformative opportunities and complex challenges. While AI-driven tools promise greater efficiency, objectivity, and scalability in HR processes, their implementation also raises critical concerns about fairness, workplace relationships, and stakeholder alignment. This presentation synthesizes three interconnected studies that collectively bridge theory and practice in HRM, offering a systematic examination of AI’s role in HRM—from strategic frameworks to operational applications and stakeholder dynamics. The first paper introduces a stakeholder-centric perspective, proposing the tri-balance model to navigate the tensions between efficiency, equity, and voice in AI-driven selection systems. The second paper shifts to practical implementation through a case study of a technology new venture in the U.S., demonstrating how AI can institutionalize evidence-based hiring practices. The third paper establishes a conceptual model by exploring how a model of AI-empowered Strategic Relational HRM (SRHRM) systems can align stakeholder objectives to reinforce trust, fairness, and social capital for sustainability. Together, these studies advance theoretical understanding by reconciling AI with relational HRM, bridging the research-practice gap in HR technology, and providing a framework for balancing competing priorities in algorithmic decision-making. The findings highlight the importance of strategic AI-HRM integration—one that prioritizes not only operational efficiency but also ethical considerations and stakeholder engagement.

演讲人简介：

Dr. Qian Zhang is an Assistant Professor at the Telfer School of Management, University of Ottawa. She earned a Ph.D. in Industrial Relations and Human Resources from the University of Toronto. She also holds a M.Sc. and B.A. (Hon.) in Economics and Human Resources from the University of Toronto. Her work seeks to understand the design, evolution, and effectiveness of strategic human resource management (HRM) systems in diverse business contexts. She is also interested in investigating the sustainability of organizations that incorporate social resource management, digital transformation, and green corporate policy into HRM. Her current research projects examine the strategic value of adding relational perspectives to HRM systems and utilizing AI-empowered HRM to generate superior organizational performance and individual benefits for employees. Her research has been published at top journals in human resource management, such as Human Resource Management, The International Journal of Human Resource Management, and Asia Pacific Journal of Management.

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