The advent of Artificial Intelligence (AI) has transformed Learning Management Systems (LMSs), enabled personalized adaptation and facilitated distance education. This study employs a bibliometric analysis based on PRISMA-2020 to examine the integration of AI in LMSs from an educational perspective. Despite the rapid progress observed in this field, the literature reveals gaps in the effectiveness and acceptance of virtual assistants in educational contexts. Therefore, the objective of this study is to examine research trends on the use of AI in LMSs. The results indicate a quadratic polynomial growth of 99.42%, with the years 2021 and 2015 representing the most significant growth. Thematic references include authors such as Li J and Cavus N, the journal Lecture Notes in Computer Science, and countries such as China and India. The thematic evolution can be observed from topics such as regression analysis to LMS and e-learning. The terms e-learning, ontology, and ant colony optimization are highlighted in the thematic clusters. A temporal analysis reveals that suggestions such as a Cartesian plane and a league table offer a detailed view of the evolution of key terms. This analysis reveals that emerging and growing words such as Learning Style and Learning Management Systems are worthy of further investigation. The development of a future research agenda emerges as a key need to address gaps.

The integration of Big Earth Data and Artificial Intelligence (AI) has revolutionized geological and mineral mapping by delivering enhanced accuracy, efficiency, and scalability in analyzing large-scale remote sensing datasets. This study appraisals the application of advanced AI techniques, including machine learning and deep learning models such as Convolutional Neural Networks (CNNs), to multispectral and hyperspectral data for the identification and classification of geological formations and mineral deposits. The manuscript provides a critical analysis of AI's capabilities, emphasizing its current significance and potential as demonstrated by organizations like NASA in managing complex geospatial datasets. A detailed examination of selected AI methodologies, criteria for case selection, and ethical and social impacts enriches the discussion, addressing gaps in the responsible application of AI in geosciences. The findings highlight notable improvements in detecting complex spatial patterns and subtle spectral signatures, advancing the generation of precise geological maps. Quantitative analyses compare AI-driven approaches with traditional techniques, underscoring their superiority in performance metrics such as accuracy and computational efficiency. The study also proposes solutions to challenges such as data quality, model transparency, and computational demands. By integrating enhanced visual aids and practical case studies, the research underscores its innovations in algorithmic breakthroughs and geospatial data integration. These contributions advance the growing body of knowledge in Big Earth Data and geosciences, setting a foundation for responsible, equitable, and impactful future applications of AI in geological and mineral mapping.

Objective: This study synthesizes current evidence on the role of Artificial Intelligence (AI) and, where relevant, Open Science (OS) practices in enhancing Human Resource Management (HRM) performance. It focuses on recruitment processes, ethical considerations, and employee participation. Methodology: A systematic literature review was conducted in Scopus covering the period 2019–2024, following PRISMA guidelines. The initial search yielded 1486 records. After de-duplication and screening using Rayyan, 66 studies (≈ 4.4%) met the inclusion criteria, which targeted peer-reviewed works addressing AI-supported HR decision-making. A combined content and bibliometric analysis was performed in R (Bibliometrix) to identify thematic patterns and conceptual structures. Results: Analysis revealed four thematic clusters: 1) Implementation and employee participation emphasizing human-in-the-loop approaches and effective change management; 2) ethical challenges including algorithmic bias, transparency gaps, and data privacy risks; 3) data-driven decision-making delivering higher accuracy, fewer errors, and personalized recruitment and performance assessment; 4) operational efficiency enabling faster workflows and reduced administrative workloads. AI tools consistently improved selection quality, while OS practices promoted transparency and knowledge sharing. Implications: The successful adoption of AI in HRM requires employee engagement, strong ethical safeguards, and transparent data governance. Future research should address the long-term cultural, organizational, and well-being impacts of AI integration, as well as its sustainability.