Abstract
Organizations often aim to conveniently and rapidly provide their clients with a competitive value, so many organizations have taken advantage of the enormous technology and communications growth and introduced their services electronically and switched from 'traditional management' to 'electronic management.' In this context, HRM was designed to be EHRM, and the implementation of AI in the HRM is being presented at the time of the digital world. However, many organizations still have difficulties, particularly in developed countries, regarding the level of consumer acceptance of these services. There is still little awareness of user recognition of the use of AI in HRM services. In addition to this, previous literature research on the adoption of AI in HRM was mainly performed in developing countries. This study's primary objective was to provide a theoretical discussion and propose a theoretical framework for adapting HRM AI in the telecom sector in a developing country such as Jordan. Also, it addresses the variables that may influence the level of acceptance of the extended UTAUT2 model and describes the variables that affect the level of acceptance.
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