Abstract
The ILO human-centred agenda puts the needs, aspirations and rights of all people at the heart of economic, social and environmental policies. At the enterprise level, this approach calls for broader employee representation and involvement that could be powerful factors for productivity growth. However, the implementation of the human-centred agenda at the workplace level may be challenged by the use of artificial intelligence (AI) in various areas of corporate human resource management (HRM). While firms are enthusiastically embracing AI and digital technology in a number of HRM areas, their understanding of how such innovations affect the workforce often lags behind or is not viewed as a priority. This paper offers guidance as to when and where the use of AI in HRM should be encouraged, and where it is likely to cause more problems than it solves.