Key Trend Signals of Artificial Intelligence Use in University Personnel Management

The article conducts trend watching of the use of artificial intelligence in university HR manage-ment as a process of identifying trend signals of different strengths. A definition of the concept of “artificial intelli-gence in university HR management” is given. Based on the analysis of a wide range of sources and empirical data, three groups of trend signals are considered: technological transformation of HR processes, changes in talent dy-namics and tactics of adaptation to innovations. Strong signals are shown related to the adaptation of AI to the needs of universities, overcoming organizational barriers and strategic planning of human resources, as well as weak signals – managing generational changes, reducing organizational anxiety and developing “antifragility” of employees. The main risks (lack of a unified AI strategy, insufficient digital literacy, ethical and legal issues) and opportunities (automation of routine tasks, forecasting needs, personalization of development and motivation) are analyzed. A conclusion was made about the need to develop an integrated AI strategy for HR management, includ-ing systematic personnel training, transparency of algorithms and comprehensive support for employees to increase the competitiveness of universities in the context of digital transformation of education.