AN EXPLORATORY STUDY ON THE USE OF GENERATIVE ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCE MANAGEMENT: INSIGHTS FROM SRI LANKAN HR MANAGERS

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