The rapid development of artificial intelligence (AI) is fundamentally transforming human resource management processes, creating new opportunities while also introducing complex legal, economic, and ethical challenges. This article focuses on analysing the limits and possibilities of AI implementation in various areas of human resource management from the employer's perspective, with particular emphasis on the protection of employees' rights as the weaker party in employment relationships. Special attention is devoted to the pre-contractual phase of employment, especially the recruitment process, where the deployment of AI tools raises critical issues related to compliance with the principle of equal treatment and the prohibition of discrimination.
The article further examines the processing of personal data in the context of automated decision-making and explores the key questions employers must address to properly design internal policies and procedures. Finally, it offers a technological perspective, highlighting the dynamic development of AI capabilities and their potential impact on the legal, ethical, and organisational frameworks of human resource management. The aim of the article is to contribute to the academic discourse on the legally compliant and sustainable use of AI in the employment context.Extensive experiments on real data show that the proposed solvers, when properly coupled with local optimization, achieve state-of-the-art results, with the novel solver based on approximate mean-point correspondences being more robust and accurate than the affine-based solver
DOI: 10.52665/ser20250209
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