Artificial Intelligence (AI) is increasingly becoming an important support mechanism for Human Resource Management (HRM). The traditional HR function has historically involved substantial manual work in recruitment, onboarding, attendance, payroll, performance monitoring, employee engagement and workforce administration. This paper examines how AI can support these activities while also considering the limitations and risks associated with its use. The study follows a qualitative, secondary-research approach and reorganises the author’s original discussion of AI in HR into a structured research-paper framework. Particular attention is given to recruitment and resume screening, onboarding, attendance and payroll, learning and development, performance management, employee analytics and administrative support. The paper also compares traditional HR practices with AI-supported HR practices and discusses challenges including algorithmic bias, privacy and data security, legal compliance, lack of transparency, implementation cost, technology dependency, skill gaps and employee concerns about job security. The analysis indicates that AI can reduce repetitive administrative work, improve the speed of information processing and support evidence-based HR activities; however, human judgement, communication, empathy and accountability remain important in people management. The paper therefore presents AI and HR as complementary rather than interchangeable functions and highlights the need for responsible implementation, employee awareness, appropriate training and human oversight.