This study has a novel conceptual framework and uses SPSS version 23 and AMOS version 23 for analysis. These findings reveal that the use of AI in HR processes has, in fact, a positive significant effect on Employee Engagement and Retention, Data-Driven Decision Making, Smarter Recruitment, and Enhancing Performance Management but has no effect on Personalized Learning and Development. The novelty of this contribution lies in its focus on specific outcomes of the adoption of AI technology in managing the HRM process. This study fills the conceptual gap in the literature on HRM through the critical analysis of AI functions in the human resources process, focusing on the following critical outcome variables: employee engagement and retention, data-driven decision making, smarter recruitment, enhancing performance management, personalized learning, and development-the interrelations between HR artificial intelligence and these outcome variables.