The current literature on the use of disruptive innovative technologies, such as artificial intelligence (AI) for human resource management (HRM) function, lacks a theoretical basis for understanding. Further, the adoption and implementation of AI-augmented HRM, which holds promise for delivering several operational, relational and transformational benefits, is at best patchy and incomplete. Integrating the technology, organisation and people (TOP) framework with core elements of the theory of innovation assimilation and its impact on a range of AI-Augmented HRM outcomes, or what we refer to as (HRM^(AI)), this paper develops a coherent and integrated theoretical framework of HRM^(AI) assimilation. Such a framework is timely as several post-adoption challenges, such as the dark side of processual factors in innovation assimilation and system-level factors, which, if unattended, can lead to the opacity of AI applications, thereby affecting the success of any HRM^(AI). Our model proposes several testable future research propositions for advancing scholarship in this area. We conclude with implications for theory and practice.

目前关于使用颠覆性创新技术的文献，例如用于人力资源管理 (HRM) 功能的人工智能 (AI)，缺乏理解的理论基础。此外，人工智能增强型 HRM 的采用和实施有望带来多项运营、关系和转型效益，但充其量只是零散和不完整的。将技术、组织和人员 (TOP) 框架与创新同化理论的核心要素及其对一系列 AI 增强型 HRM 结果或我们所称的 (HRM ^(AI) ) 的影响相结合，本文开发了一个人力资源管理^{（AI）的连贯和综合理论框架}同化。这样的框架是及时的，因为一些采用后的挑战，例如创新同化过程因素的阴暗面和系统级因素，如果无人看管，可能会导致 AI 应用程序的不透明，从而影响任何 HRM 的成功^{（人工智能）}。我们的模型提出了几个可测试的未来研究命题，以推进该领域的学术研究。我们总结了对理论和实践的影响。