The Role of Artificial Intelligence in Transforming the Paradigm of Hr-Engineering in Agrarian Entrepreneurship

The issue of digitalizing HR processes in agrarian entrepreneurship is particularly relevant amid the rapid development of innovative technologies. The importance of the topic is determined by the need to enhance the efficiency of human capital management in agricultural organizations. The purpose of the study is to identify the role of artificial intelligence (AI) in transforming HR engineering in agrarian entrepreneurship and to outline the vectors of digital modernization of HR practices. The study is based on the analysis of contemporary scientific sources, international experience, and content analysis of publications from scientometric databases. A logical-structural approach was applied to generalize key trends. The comparative method allowed for the juxtaposition of traditional and innovative HR engineering. The analytical approach ensured a systematic examination of digital transformation processes. In the course of the research, a hypothesis was formulated that the integration of AI into HR processes in agrarian entrepreneurship increases its adaptability and competitiveness. The methodological foundation included content analysis, logical-structural generalization, comparative analysis, and analytical modeling. An analysis of international experience in AI implementation in the HR domain of agribusiness was conducted. The main directions of applying intelligent technologies in human resource management were systematized. Existing barriers to AI integration in HR practices of small and medium-sized agricultural enterprises were summarized. During the study, a comprehensive characterization of HR process transformations in agrarian entrepreneurship under the influence of AI was conducted. Key directions for digitalizing HR functions were formulated, including automated recruitment, predictive analytics, personalized training, and adaptive workforce planning. It was found that the use of AI reduces administrative workload, optimizes HR management processes, and improves the quality of personnel decisions. The advantages of integrating intelligent systems into HR engineering processes were evaluated in terms of business efficiency and flexibility. Barriers to AI adoption were systematized, including organizational, technological, personnel-related, and ethical constraints. Recommendations were proposed for adapting HR practices in small and medium-sized agribusinesses, considering their digital readiness and resource capacity. The theoretical significance lies in expanding scientific understanding of the mechanisms behind the digital transformation of HR engineering. The practical significance is reflected in the applicability of the proposed recommendations to improve HR policy in the agrarian business context. The originality of the work lies in the integration of HR engineering concepts and AI technologies tailored for agrarian entrepreneurship, allowing a rethinking of human capital management in the digital age. An attempt was made to align the strategic objectives of agribusiness with the potential of intelligent HR solutions. Prospects for further research are associated with the development of adaptive HR engineering models for the agricultural sector, taking into account seasonal labor patterns, regional specificities, and enterprise digital maturity. Special attention should be paid to creating indicators for assessing the effectiveness of AI integration into HR functions and to studying the impact of such transformations on labor productivity.