Readiness to Use Artificial Intelligence Technology among HR and Payroll Staff in Poland
Readiness to Use Artificial Intelligence Technology among HR and Payroll Staff in Poland

Summary/Abstract: Theoretical background: Contemporary organisations are increasingly turning to modern digital technologies to improve their operations. Artificial intelligence (AI) is becoming an important tool to optimise HR and payroll processes, enabling automation, data analysis and effective human resource management. However, its adoption faces barriers, such as concerns about the technology or a lack of necessary employee competencies. To assess the motivators and inhibitors affecting the acceptance of modern technology, researchers use Parasuraman's Technology Readiness Index (TRI). A review of the literature on the subject shows that no research using the TRI has been conducted in Poland to date, which would reveal the technological readiness of HR and payroll service employees to adopt AI. This prompts us to undertake research in this area, the results of which will allow us to formulate implications regarding the implementation of AI technology, leading to improvement in work efficiency. Purpose of the article: The article aims to (a) examine the technological readiness of HR and payroll professionals, (b) assess the impact of this readiness on perceived work efficiency using AI technology and (c) identify areas where AI has the greatest potential for application in HR and payroll processes. Research methods: The methods used in this paper are critical analysis of the literature on the subject, descriptive and comparative analysis, diagnostic survey and statistical methods, i.e. structure analysis, logistic regression and TRI analysis. The survey was conducted in May 2024 on a sample of 200 people, 105 of whom had HR and payroll services as part of their job responsibilities. Main findings: The technological readiness of the respondents was moderately positive (TRI = 3.80). The analysis demonstrates that the TRI has a significant impact on employees' perceived job performance, which in turn indicates the key role of motivators – namely optimism (5.00) and innovation (4.71) – in the adoption of new technologies. In addition, payroll processing and monitoring changes in labour law were identified as areas in HR and payroll processes where AI has the greatest potential for application.

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