Abstract
The aim of this paper is to identify the benefits and challenges associated with the use of artificial intelligence
in the professional performance appraisal process, by exploring the perceptions of human resources experts. The
research adopts a qualitative methodology, based on ten semi-structured interviews conducted with HR managers from
six private organisations in Romania that use AI-based assessment systems. The data were transcribed and analysed
using thematic coding in the ATLAS.ti platform, providing an integrated view of the phenomenon under study. The
results highlight that the integration of AI is perceived as a factor in reducing human subjectivity, ensuring procedural
fairness through the standardisation of criteria and the use of quantifiable indicators. However, the analysis reveals
critical concerns regarding the vulnerability of training data and the risk of perpetuating historical biases under the
guise of technological neutrality. The study emphasises the importance of the ‘Human-in-the-Loop’ concept, arguing
that ultimate responsibility must be shared: whilst the organisation provides the technological framework, the manager
acts as a validation agent to contextualise algorithmic results. The conclusions indicate that the success of
implementing these systems depends fundamentally on process transparency, algorithmic literacy and guaranteeing the
right to an explanation, transforming technological opacity into an ethical and fair evaluation system.
in the professional performance appraisal process, by exploring the perceptions of human resources experts. The
research adopts a qualitative methodology, based on ten semi-structured interviews conducted with HR managers from
six private organisations in Romania that use AI-based assessment systems. The data were transcribed and analysed
using thematic coding in the ATLAS.ti platform, providing an integrated view of the phenomenon under study. The
results highlight that the integration of AI is perceived as a factor in reducing human subjectivity, ensuring procedural
fairness through the standardisation of criteria and the use of quantifiable indicators. However, the analysis reveals
critical concerns regarding the vulnerability of training data and the risk of perpetuating historical biases under the
guise of technological neutrality. The study emphasises the importance of the ‘Human-in-the-Loop’ concept, arguing
that ultimate responsibility must be shared: whilst the organisation provides the technological framework, the manager
acts as a validation agent to contextualise algorithmic results. The conclusions indicate that the success of
implementing these systems depends fundamentally on process transparency, algorithmic literacy and guaranteeing the
right to an explanation, transforming technological opacity into an ethical and fair evaluation system.
Cuvinte cheie
AI
performance appraisal
HR
algorithmic bias
procedural fairness
Istoric articol
Publicat
26.06.2026
Informații autori
Citare recomandată
ISABELLE-ANA-MARIA VÎLSAN, OTILIA-ANA LUNGU (2026). THE ROLE OF ARTIFICIAL INTELLIGENCE IN PERFORMANCE APPRAISAL: AN ANALYSIS OF HR PROFESSIONALS’ PERSPECTIVES. Constantin Brâncuși University of Târgu Jiu Economics Series, 1(3), 476–484. https://doi.org/10.65631/jes.3.2026.45
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