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@article{174452,
        author = {Deepti Kumari Mahato and Dr Lalit Prasad},
        title = {Role of Technology in Talent Management},
        journal = {International Journal of Innovative Research in Technology},
        year = {2025},
        volume = {11},
        number = {10},
        pages = {3973-3979},
        issn = {2349-6002},
        url = {https://ijirt.org/article?manuscript=174452},
        abstract = {This study aims to investigate how digitalisation has affected HR procedures. It focusses on how businesses employ automation, artificial intelligence, and predictive analytics to revolutionise people management. We concentrated on the digital tools used in talent management, which include hiring, training, and retaining staff. The research methodology used in this study was qualitative. We gathered information by analysing the transcripts of in-depth interviews with HR specialists from various industries. This made it possible for us to identify the main themes, which included: Improving Employee Development and Engagement; Digital Transformation in HR; and Difficulties and Ethical Issues in HR Technology Integration. The study's findings show that using digital HR solutions improves operational efficiency, facilitates data-driven decision-making, and raises employee engagement levels. Employee resistance to digital monitoring, worries about artificial intelligence's bias, and hazards related to data protection and compliance are some of the issues they also bring. According to the report, in order to make HR procedures both efficient and individualized, businesses should strike a balance between people and technology. Theoretically, by connecting technologies to outcomes in the areas of hiring, training, performance management, and retention, the study advances our understanding of digital HR transformation. As a result, this study offers distinctive perspectives on the advantages and disadvantages of digital transformation. It illustrates that although technology can improve decision-making and operational efficiency, it still requires strict ethical standards and adaptable management. The discovery of six sub-themes that are connected to the main themes is the study's second noteworthy achievement. Both academics and professionals may clearly view the dynamics of technology adoption in HR with the help of this organized taxonomy.},
        keywords = {Digital transformation, Human Resource (HR) practices, Artificial Intelligence (AI), Automation, Predictive analytics, Talent management, Recruitment, Employee development, Retention, Operational efficiency, Data-driven decision-making, Employee engagement, Ethical considerations, Digital HR tools, Technology adoption.},
        month = {March},
        }