Abstract:
1. Introduction
Despite the global rise of Generative Artificial Intelligence (GAI), limited
research exists on its applications by Human Resource (HR) Managers in
Sri Lanka. The objective of this research is to explore the usage, challenges,
and perceptions surrounding GAI by HR managers in Sri Lanka. This
research fills the contextual gap in the academic literature by providing
empirical insights into the use of GAI within the Sri Lankan HR
management context. Additionally, the study holds immense practical
significance for organizations, employees, and policymakers.
2. Research Methodology
The study utilizes an interpretivism research philosophy, inductive
approach, multiple case study strategy, and a qualitative mono-method
research design, focusing on a cross-sectional time horizon and purposive
sampling technique to gather data from eight HR managers in Sri Lankan
companies. Thematic analysis was used to organize, analyze, and interpret
the data.
3. Findings and Discussion
The findings of the study highlight that HR managers mainly use GAI for
tasks like recruitment, training, streamlining CV screening and job
description creation. Major challenges include financial limitations, data
privacy concerns, technical barriers, and digital literacy issues. Despite
these challenges, GAI tools are perceived as enhancing productivity by
automating tasks, saving time, and aiding decision-making.
4. Conclusion and Implications
The study's practical implications suggest the need for investment in
employee training, data protection, and affordable GAI solutions, while its
theoretical contributions enhance Human Capital Theory by highlighting
how GAI tools improve HR efficiency and strategic capabilities, with
insights specific to the Sri Lankan context of GAI adoption
