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The swift advancement of emerging technologies has profoundly changed the workplace, especially within human resource management (HRM) practices and applications. Innovations such as data analytics, artificial intelligence (AI), and employee self-service (ESS) systems are pivotal to this transformation. While these technologies offer considerable advantages, they also present challenges that organizations need to address for effective integration into their operations. This study aims to examine the impact of emerging technologies on the performance and engagement of HR professionals, drawing on existing research. To achieve this, a comprehensive literature review was conducted. The findings indicate that emerging technologies have significantly transformed the workplace and human resource management, enhancing engagement within these areas. Furthermore, their implementation has notably advanced the modern workplace and the HR profession. Despite these benefits, challenges such as job security, potential skill displacement, and concerns about skill replacement exist. However, the research suggests that these challenges can be mitigated through the implementation of training programs, leadership endorsement initiatives, and technical support. The theoretical implications of these findings contribute valuable insights regarding the role of emerging technologies in HRM practices. Practically, the findings provide a framework for managers and organizational stakeholders to effectively leverage emerging technologies in human resource management applications.

In the rapidly evolving landscape of contemporary business, Small, Medium and Micro enterprises (SMMEs) must adopt intelligent and strategic approaches to maintain their competitive edge. A significant method for achieving this is using Human Resource (HR) analytics, which enables organisations to make informed decisions based on data insights. By examining workforce patterns, companies can enhance recruitment processes, retain high-performing employees, and increase productivity. Nevertheless, numerous SMMEs face challenges in fully integrating HR analytics due to limited resources, insufficient expertise, and resistance to change, which complicates effective workforce management. This paper investigates how HR analytics can empower SMMEs to make informed, data-driven choices that fortify their operations. It aligns with Sustainable Development Goal (SDG) 8, which advocates for sustainable economic growth, productive employment, and decent work for all individuals. Through a systematic review of existing literature, this study assesses the advantages, obstacles, and best practices associated with implementing HR analytics in smaller enterprises. The results indicate that HR analytics can revolutionise personnel management within SMMEs, facilitating processes from selecting suitable candidates to forecasting employee turnover and enhancing overall workplace productivity. It offers actionable recommendations for SMMEs to adopt HR analytics, including using cost-effective digital tools, fostering a data-centric organisational culture, and investing in employee development.

In the rapidly evolving digital era, introducing AI has become a pivotal factor across all organisational levels. However, the global proliferation of artificial intelligence has sparked immediate apprehension among the currently employed and those seeking employment. As we navigate the societal transformations of the twenty-first century, the dynamic interplay between AI and job security has risen as a crucial area of investigation within Human Resources Management research. This investigation delves into the global perceptions of artificial intelligence on the future of employees' job security in the workplace, a question of paramount importance in the current landscape. This study is a systematic review, with the data comprising previously published research articles, reports, and studies collected and analysed to gain comprehensive insights. The systematic literature review was conducted in five steps: developing explicit questions for critique, collecting and categorising data, evaluating, summarising evidence, and discussing. The process necessitated retrieving data from various databases, including Scopus, Sabinet, Science Direct and Elicit. The research adhered to the PRISMA guidelines, a widely accepted framework for conducting systematic reviews, to ensure methodological rigour and transparency in the research process. The findings offer mixed perceptions of artificial intelligence on future employees' job security in Africa. The study provides themes in relation to how employees in the African affiliation view the integration of AI in the workplace: Future uncertainties, Role of AI in HR Practices, Employee well-being, training and development, Positive attitudes towards AI and job opportunities. The investigation highlighted AI challenges and opportunities in Africa, making sense of why employees do not trust the introduction of AI, as it is perceived as a threat to their jobs. It offers valuable guidelines for decision-makers in Africa to ensure that AI is utilised legally and ethically and that steps are in place to mitigate employment losses.

Artificial Intelligence has generated much scholarly and practical attention from researchers in integrating it into job roles that humans traditionally handled. This has inspired an explosion in research activity dedicated to the topic. This study uses a systematic bibliometric method to investigate research progress on individuals' perceptions of AI in jobs. Using a large dataset from the "Web of Science," this research investigates changing patterns, institutional affiliations, geographic distributions, and keyword connections. We retrieved 2228 manuscripts published between 2021 and 2023 from the Web of Science. The researchers used the power of specialized software, Bibliometrix, and VOSviewer, to navigate the intricate web of AI's integration into human-dominated professions. The findings indicate the importance of AI's impact on human job roles. The increased amount of research dedicated to the topic highlights its rising significance within society. This research significantly contributes to the ongoing discourse regarding AI adoption by offering a solid foundation for future enquiries and policy development, particularly as technology and society evolve.  

The recruitment process is more of an issue for many businesses. The process of determining the appropriate candidate to hire is often a costly, time-consuming process. Besides, due to incorrect decision-making or lack of objectivity in hiring processes, recruitment processes may not proceed effectively. Businesses are trying to use technology in their recruitment processes to avoid these problems. Currently, many businesses use internet and software technologies to receive applications and evaluate candidates. But despite these technologies, it takes time and additional personnel costs for people to coordinate all processes. Due to these and similar situations, there has been an increase in the use of artificial intelligence technologies in recruitment processes in the world recently. The use of artificial intelligence in recruitment processes has the effect of reducing costs and decision-making errors and appears to be beneficial in saving time. In this study, the use of artificial intelligence in the recruitment processes of businesses in Turkey was examined. In this context, interviews were conducted with the human resources managers of 22 businesses. According to research results, it was understood that artificial intelligence was benefited only as an auxiliary element in recruitment processes. It has been found that businesses do not rely much on artificial intelligence in their recruitment processes, so they do not use it or partially use it.