The adoption of artificial intelligence in human resource management is no longer a topic restricted to large multinational technology companies. Research conducted at FIPAG, a Mozambican public company responsible for water supply, shows that the tool is also changing the routine of public sector institutions in African countries, with concrete effects on employee motivation.
The study is authored by Agira Guilherme , a master’s student in Human Resource Management at the Catholic University of Mozambique, and Albertina Celeste Inácio Ribáuè , a PhD holder affiliated with the same institution through the Faculty of Economics and Accounting in Nampula. The publication is included in the Qualis A Open Minds journal. journal , owned by CPAH, the Heráclito Research and Analysis Center, under the technical management of Editora Atena.
A company characterized by centralization that decided to digitize its management.
According to the authors, FIPAG historically faced limitations associated with centralized management models, which hindered quick responses to the organization’s internal needs. Starting in 2025, the company began integrating technological solutions based on artificial intelligence, with the stated goal of improving internal management and employee motivation.
The central research question was straightforward: how does the application of artificial intelligence influence the organizational climate and employee motivation within the company?
Six interviews to understand the day-to-day workings behind the algorithms.
The methodology adopted was qualitative, exploratory, and descriptive in nature, structured as a case study. The researchers conducted semi-structured interviews with six employees selected through purposive sampling, and the testimonies were examined using content analysis.
Among the ethical considerations at work were:
- Participant anonymity is guaranteed.
- Confidentiality of the information collected.
- Informed consent from all respondents.
What artificial intelligence is already changing within the company.
The results indicate that FIPAG has started using integrated management platforms and digital tools capable of automating administrative processes, centralizing data, and supporting internal decisions. According to the employees interviewed, these technologies have significantly contributed to improving recruitment, selection, performance evaluation, and skills development processes.
One of the most relevant findings, according to the authors, is the effect on the intrinsic motivation of workers. By reducing repetitive tasks, artificial intelligence frees up time for employees to dedicate themselves to more strategic and creative activities, which reinforces engagement and the perception of professional appreciation.
The study also points out that technology promotes continuous learning by personalizing training experiences according to the individual needs of each employee, in addition to improving organizational communication as a whole.
Not everything is advantageous.
The research does not ignore the risks. Among the challenges reported by the employees themselves are:
- Concerns about the privacy and security of personal data.
- Resistance to change on the part of some employees.
- Fear of human labor being replaced by automation.
- Risk of algorithmic discrimination in selection processes.
The authors warn that the excessive use of artificial intelligence can compromise human autonomy in decision-making processes, as technology takes over strategic functions previously performed by people. Therefore, they argue that the tool should be treated as a complement to human work, not as a replacement.
Conclusion: technology yes, but with clear policy and ethics.
The study concludes that the application of artificial intelligence represents a significant advancement in human resource management, but its use must be accompanied by clear and ethical organizational policies capable of ensuring transparency and a balance between technology and the human factor.
The researchers also recommend that future investigations expand the number of participants and use quantitative or mixed approaches in order to deepen the understanding of the impacts of artificial intelligence in similar organizational contexts.
