11th HRM Student Research Symposium 2024

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    CHALLENGES IN THE ADOPTION OF ARTIFICIAL INTELLIGENCE FOR EMPLOYEE TRAINING WITHIN ORGANIZATIONS IN COLOMBO, SRI LANKA
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Weerasuriya N.S.; Weerakkody, W.A.S.
    The adoption is artificial intelligence (AI) in the training methods in human resource management (HRM) is changing the way in which business organizations operate presenting multiple innovative solutions to develop the workforce. However, even though the adoption of AI in training would generate a multitude of benefits, organizations face many challenges when integrating AI in employee training modules. Through this research the challenges related to the adoption of AI in employee training will be explored within companies based in Colombo, Sri Lanka. This study mainly focused in a qualitative data collection approach where data was gathered through a mixed methods questionnaire which was distributed to five companies which constituted three large scale and two small-scale companies spanning across multiple industries. Further a quantitative approach was also used in order to gather data which was generated using the Linkert scales from the mixed-methods questionnaire. The findings if this study focus upon four critical challenges organizations encounter when adopting AI in training namely, cost constraints, infrastructure limitations, employee resistance, and knowledge gaps. Smaller companies displayed higher significance with the challenges related costs and infrastructure, whilst larger companies reported moderate significance to issued related to infrastructure and employee resistance. Further differences were also observed regarding the significance of these challenges across different industries. Through generating valuable insights of these critical challenges, the study provides logical and practical data for organizations when adopting AI in their employee training systems. Through this study organizations would be able to understand the various challenges related to the adoption of AI in employee training therefore can use the findings in order to ensure a smoother and successful transition towards AI-driven training methods.
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    APPLICATION OF THE LATEST TECHNOLOGIES IN HUMAN RESOURCE MANAGEMENT IN THE INFORMATION TECHNOLOGY INDUSTRY
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Zuhri, F. R. S.; Devadas, U. M.
    As the current corporate world is gradually gravitating towards utilizing technology to expand its potential, past literature has identified the use of different technologies for the HRM functions in global, regional and Sri Lankan context in other industries yet the gap of identifying the successful use of technology for the HRM practices of the IT industry within the Sri Lankan context is an area uncovered. Hence, the prime focus of the study underlines in identifying the gap of, what are the modern technologies applied in HRM practices and how effectively is the IT industry in Sri Lanka embracing and utilizing it, and what are the challenges and opportunities in this process. The research undertook a qualitative, interpretive phenomenological strategy, conducting ten in-depth interviews with HR professionals from leading IT companies across various seniority levels and HR functions to gather and analyze data. The study identified the latest technologies integrated in Human Resource Management practices in the IT industry of Sri Lanka and the factors affecting their feasibility. It also analyzed the impact of these technologies on HR functions, the major challenges faced, and the macro-environmental factors favorably influencing their adoption. The findings highlighted that IT organizations of Sri Lanka are focused on using the latest technologies to enhance human capital management, evidencing that technological integration in HRM is both feasible and beneficial despite the current challenges faced. The study recommends a strategic assessment to identify optimal technological applications for integration, emphasizing data security and privacy. It highlights the need for transparent and accountable processes and maintaining a human touch in HR management. The findings reveal that technological integration in HRM is feasible and beneficial despite challenges, recommending strategic planning and continuous adaptation. This dissertation is significant both academically and practically, highlighting the expansion of technology in HR processes within the IT sector and providing recommendations for updated policy implementation in human capital management.