Artificial Intelligence (AI) in Human Resource Management
Introduction
Artificial Intelligence (AI) is rapidly transforming HR practices across Sri Lanka’s corporate and service sectors. From BPO and ICT companies to banks, hospitals and retail organisations, many local firms are now integrating AI into recruitment, employee development and workforce analytics. What was once seen as a distant, high-tech concept is now becoming essential for improving efficiency and supporting strategic decision-making. This blog examines how AI is shaping HRM in Sri Lanka, the opportunities it creates, and the challenges organisations must address to benefit responsibly from this technology.
In the Sri Lankan HR context, AI is mainly applied in recruitment, attendance management, performance monitoring and training. For example, large BPO and RCM companies use automated CV-screening tools and AI chatbots to handle initial candidate queries, reducing pressure on HR teams. Local banks and telecommunications companies have adopted predictive analytics to identify high-performing candidates, reduce turnover and support workforce planning. According to recent digital-transformation insights in Sri Lanka, organisations increasingly rely on data-driven HR decisions as competition for talent intensifies (Dima et al., 2024).
Through the lens of Strategic Human Resource Management (SHRM), AI helps Sri Lankan companies align HR decisions with long-term business goals. Instead of spending hours on manual tasks, HR professionals can focus on strategic areas such as talent retention, employee well-being and skills development. Many Sri Lankan firms, especially within ICT and BPO sectors, now use AI-driven learning platforms that recommend training based on employees’ skill gaps, supporting the demand for digital capabilities.
However, Sri Lanka also faces unique challenges. One major concern is the possibility of algorithmic bias, especially when AI tools use historical data that may not reflect the diversity of the local workforce. Data privacy is another sensitive issue, as employees often worry about how AI systems track their performance and personal information. As NelsonConnects (2025) notes, maintaining transparency and ethical HR governance is essential for employee trust. In Sri Lanka, where workplace culture values personal relationships and communication, AI must complement rather than replace human interaction.
Conclusion
AI is reshaping HRM across Sri Lanka by improving efficiency, supporting better workforce decisions, and enhancing employee development. Yet its success depends on responsible adoption that balances technology with human understanding. When organisations use AI thoughtfully maintaining ethical standards, ensuring transparency and preserving human connection Sri Lanka’s HRM landscape can grow into a smarter, more agile and people-centered future.
References
Dima, J., Gilbert, M-H. & Dextras-Gauthier, J. (2024) The effects of artificial intelligence on human resource activities, Frontiers in Psychology. https://www.frontiersin.org/articles/10.3389/fpsyg.2024.1360401/full.
NelsonConnects (2025) The Benefits and Challenges of Using AI in Human Resources. Available at: https://www.nelsonconnects.com/learning-center/blogs/the-benefits-and-challenges-of-using-ai-in-human-resources.
Gartner
(2025) AI in HR: Position Your Organisation for Success. Available at: https://www.gartner.com/en/human-resources/topics/artificial-intelligence-in-hr.
Excellent post on AI in human resource management! I appreciated how you highlighted the practical uses — such as candidate screening and predictive analytics — while also drawing attention to the ethical and cultural risks. This balance gives your article both theoretical depth and real-world relevance. One small suggestion: adding in-text citations (author, year) when you reference data or studies would make it even stronger academically. Great work — looking forward to your next piece!
ReplyDeleteInterested post! AI is transforming HR in amazing ways. Automating repetitive tasks like resume screening and interview scheduling really frees up HR professionals to focus on strategy and employee engagement. The challenge now is ensuring fairness and avoiding algorithmic bias.
ReplyDeleteGreat article! I like how you explained both the benefits and challenges of using AI in HR. It’s clear that AI can improve efficiency, but human oversight is still essential to ensure fairness and ethical practices
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ReplyDeleteThis article presents a strong overview of how AI is reshaping HRM, including recruitment, training and ethical concerns. The discussion is especially relevant in banking where technology and fairness must go hand-in-hand.
ReplyDeleteThis is a great overview of how AI is transforming HR. It clearly shows both the benefits like faster hiring and better training and the importance of using AI ethically and responsibly.
ReplyDeleteThis blog offers a concise and well-structured overview of how AI is transforming HRM in Sri Lanka. It highlights practical applications such as recruitment automation, predictive analytics, and AI-driven learning while also addressing important challenges like bias, privacy, and the need for ethical governance. The content is relevant, balanced, and supported by credible sources. Overall, it effectively explains how AI can enhance HR efficiency while emphasising the importance of maintaining human connection and responsible adoption.
ReplyDeleteThis blog effectively explains the growing role of AI in Sri Lankan HR practices while maintaining a strong focus on both benefits and risks. The link to SHRM principles strengthens the academic relevance of your arguments.
ReplyDeleteI completely agree that it’s important to balance technology with human understanding to maintain ethics and transparency. When used responsibly, AI can definitely help create a smarter, more people-focused HRM system.
ReplyDeleteClear explanation of how AI is transforming HR functions such as recruitment, analytics and decision-making. To improve academic rigor, consider adding citations from HR technology research and providing an example of a Sri Lankan company adopting AI tools.
ReplyDeleteThis blog offers a well-structured and insightful analysis of AI in Sri Lankan HRM. It effectively highlights practical applications, such as recruitment automation, predictive analytics, and personalized learning, while addressing critical challenges like algorithmic bias and data privacy. The discussion balances technological innovation with human-centric HR practices, making it highly relevant for practitioners seeking to leverage AI responsibly for efficiency, strategic alignment, and employee development in Sri Lanka.
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