AI and automation have become a new reality of industries and they pose a significant influence on HRM. This research explores the impact of AI in terms of predicting attrition and the analysis of workforce collaboration in HRM. This paper uses Logistic Regression and K-Means Clustering for evaluating employee engagement, risks of attrition, and inefficiencies of collaboration for workforce improvement. The research shows that the higher frequency of collaboration reduces the chances of attrition among employees and the use of AI in structuring the team leads to increased productivity. This paper shows how AI is useful in recruitment, performance management, and learning and development, thus taking HRM to the next level of strategic, predictive and data-driven model. However, there are still some issues that need to be addressed such as ethical issues, algorithmic bias, and workforce issues. This paper offers the HR professionals and the business managers the ways and means of using AI for the benefit of their organizations and people. Here are four ways that can be enabled through the implementation of AI in the HR field: