人工智慧導入對人力資源管理之挑戰：應用、協作、法規、策略

Abstract

本研究旨在探討人工智慧(AI)在企業人力資源管理(HRM)上的應用現況、協作模式、倫理與法規考量，以及企業策略轉型與人資角色演變之影響。隨著AI技術快速進展與生成式AI工具的普及，企業面臨前所未有的人機協作挑戰與決策重塑需求，人資部門作為組織數位轉型的關鍵推手，其角色與能力亦正面臨重新的建構。透過文獻回顧，首先梳理AI於HRM領域的發展歷程、人機協作模式，以及AI應用所帶來的倫理與監管挑戰。本研究採用質性與量化並行的混合研究方法：透過專家訪談蒐集不同行業與企業規模的人資主管與人資人員實務者的觀點，並以質性分析構面設計量化問卷，調查AI導入於人力資源管理實務中的效果與議題，分析四大構面:AI在人資應用、AI與人資協作、倫理與法規、策略轉型與調整。研究結果顯示，AI在人資流程中已初步應用於行政自動化、招募初篩、內部客服與員工訓練等領域，並顯著提升效率與資料利用效益。然而，實務上人機協作決策仍不普遍，多數AI應用仍停留在輔助層級。企業普遍重視AI應用之倫理風險與法規遵循，並透過內容過濾、內部審查與使用規範來控管風險。量化結果進一步指出，重視倫理治理的企業在人資策略轉型上表現較積極，AI應用與倫理重視程度對策略調整具有顯著正向影響。本研究期整理國內現階段對於AI與HR整合之實證研究，亦提出實務與政策層面的建議，包含推動HR數位能力培育、人機協作規範建構、AI治理機制制度化，以及建議政府加速AI法制環境與輔導資源配套。最後，研究總結提出未來研究方向建議，強調需長期追蹤AI對組織人力資源策略的影響，延伸至人機共決品質評估、員工心理接受、跨國比較與HR AI工具效能評估等面向，以建構更完備之AI-HR融合實務，促進AI在人力資源領域的有效運用。This thesis investigates the application of Artificial Intelligence (AI) in Human Resource Management (HRM), with a focus on current implementation practices, human-AI collaboration models, ethical and regulatory considerations, and the implications for organizational strategy and the evolving role of HR professionals. As AI technologies, particularly generative AI, continue to advance, organizations face new challenges in integrating AI into HR functions and redefining the competencies required of HR departments in the digital age.A mixed-methods approach was adopted, combining qualitative interviews with HR practitioners across industries and organizational sizes, and a quantitative survey designed based on the thematic dimensions identified. The study explores four major dimensions: (1) AI applications in HRM, (2) human-AI collaboration, (3) ethical and legal concerns, and (4) strategic transformation and adaptation.Findings indicate that AI has been preliminarily applied in HR practices such as administrative automation, recruitment screening, internal service, and employee training, resulting in increased efficiency and data-driven decision-making. However, genuine human-AI collaborative decision-making remains limited. Organizations generally recognize ethical risks and regulatory responsibilities, implementing risk controls through internal policies and content governance mechanisms. Quantitative results show a significant positive correlation between an organization's emphasis on AI ethics and its level of strategic HR transformation. This research contributes empirical insights into the current state of AI-HR integration in Taiwan and provides practical and policy-level recommendations. These include enhancing HR digital competencies, establishing collaboration protocols between humans and AI, institutionalizing AI governance mechanisms, and encouraging governmental support through regulatory frameworks and resource facilitation. Future research is recommended to conduct longitudinal studies on AI’s impact on HR strategy, including topics such as human-AI decision quality, employee acceptance, cross-national comparisons, and AI tool effectiveness evaluation.