Artificial intelligence (AI) is technology that enables computers and machines to simulate human learning, comprehension, problem solving, decision making, creativity and autonomy. Ancient civilizations contained tales of intelligent robots, such as Greek and Chinese cultures. AI as a modern phenomenon which took shape in the mid-20th century with the advent of digital computers. The first breakthrough, published in 1950, was Alan Turing's paper, ‘Computing Machinery and Intelligence. AI can make provide detailed solution to users and experts. They can act independently, replacing the need for human intelligence or intervention (a classic example being a self-driving car).   Many sectors like finance, healthcare, to human resource management (HRM), rely on AI technologies. AI's integration in HRM has brought about great change in conventional HR practices used to measure efficiency, accuracy, strategic decision-making, etc. AI technologies help to provide solution to automation of repetitive tasks, analysis of sprawling volumes of data and insights facilitating decision-making. Through this research paper we try to understand the AI's effects on HR processes, in terms of recruitment, onboarding, performance appraisal, training and development, employee engagement, workforce planning; understanding the benefits and cons of implementing AI in HRM; ethical considerations and potential biases in AI algorithms relevant to HR practices; analysis of emergent AI trends with respect to HRM. Trends in AI in HR tend towards a most promising future, presenting several innovations. Accordingly, HR professionals will be expected to acquire competency with regards to new roles and responsibilities to avail AI in enhancing strategic planning, ethical oversight, and data-driven decision-making.