Risk management in the use of artificial intelligence in HR-management

In recent years, it has become increasingly difficult to manage people in an organization. This critical area of management is influenced by such processes as global technological and structural changes, a high level of competition, worldwide integration of production, deepening of international relations, cooperation and integration. Under these conditions, personnel management specialists at a number of modern enterprises began to actively use intelligent technologies that help them to reduce and better solve such problems as the selection and placement of personnel, personnel training, their adaptation and performance assessment, etc. However, the use of AI, as shown practice is associated with certain risks. The introduction of artificial intelligence in personnel management is associated with a number of risks that can cause irreparable damage to both the organization itself and the process of managing its personnel and can contradict the strategy and tactics of management, market conditions and the capabilities of the company, personnel qualifications and needs for innovation, and pr The paper discloses the main types of risks that HR managers face. The main directions of ensuring the minimization of risks are determined. The necessity of control over the intellectual technologies used in the organization is substantiated,