Artificial Intelligence in Human Resource Management: Opportunities for Digital Transformation and Administrative Performance Improvement among Employees in the Palestinian Health Sector

Abstract

Prof. Eng. Saed Ahmad Abdul Hadi Basheer

This study examines the impact of Artificial Intelligence (AI) on Human Resource Management (HRM) within the Palestinian healthcare sector, exploring opportunities for digital transformation and administrative performance enhancement. It aims to address the knowledge gap regarding the strategic utilization of AI to improve the efficiency of administrative operations by enhancing institutional communication, motivating employees, and increasing productivity. A mixed-methods approach (concurrent triangulation) was employed, integrating quantitative data (an electronic questionnaire administered to 75 participants from HR departments and hospitals) and qualitative data (43 Delphi-method expert and manager interviews from within and outside Palestine). A systematic literature review was conducted following the (Preferred Reporting Items for Systematic Reviews and Meta-Analyses-PRISMA) model, with data analyzed using (Statistical Package for the Social Sciences-SPSS version 16) and (Qualitative Data Analysis MAXQDA version 2020). The findings indicate that successful AI adoption hinges on developing digital skills, enhancing institutional awareness, and providing suitable technical infrastructure. Limited variation in participant responses based on gender or age was observed, reflecting the greater influence of institutional over demographic factors. Key challenges identified include insufficient digital competencies, high costs, and absence of regulatory legislation. The study recommends formulating a comprehensive national strategy focused on capacity building, policy development, and partnership enhancement. Practically, a three-phase digital transformation roadmap is proposed: infrastructure development, capacity building, and periodic performance evaluation. Suggestions include revising job description cards, developing tools to measure (Return On Investment–ROI) in AI, and fostering administrative innovation. The study concludes with future research recommendations encompassing comparative studies and sustainable analyses focusing on psychological and behavioral dimensions of HR automation.

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