Artificial Intelligence Application in Human Resource Development Practices: Insights from Sri Lankan HR Professionals in the ICT Industry.

Abstract

The rapid integration of Artificial Intelligence (AI) into Human Resource Development (HRD) is reshaping traditional HRD functions, especially within the ICT industry. AI improves strategic decision-making, efficiency, and personalization in HRD functions, allowing firms to support employee growth through data-driven HRD programs. Thus, this study is driven by the increasing necessity for enterprises to update HRD procedures through AI technology to improve workforce development, adaptability, and competitive advantage in a swiftly changing digital environment. The researchers aimed to explore the application of AI in HRD practices in Sri Lanka. A qualitative research approach was employed, utilizing indepth interviews with fifteen HR professionals. The research examined AI-driven advancements in three main HRD functions through six themes: training and development (personalized learning, AI-driven training process), performance management (AI-based performance appraisal, personalized development plans), and career development (AI mentors and virtual coaching, succession planning and leadership development), identifying both opportunities and barriers to implementation. Through the thematic analysis, findings indicated that the application of AI in HRD practices offers significant benefits in terms of operational efficiency, data-driven decision-making, and personalization of learning and career pathways. In contrast, intelligent learning platforms provide specialized employee training experiences. Similarly, AI-facilitated performance appraisal systems support organizations to move towards fairer and more accurate evaluations. Younger employees are more likely to adapt to AI mentoring programs and skill development advice, while AI helps identify skill gaps in leaders and suggests training programs. Nevertheless, the study also uncovered substantial challenges that impair effective AI integration in HRD. These include limited AI literacy among HRD practitioners, organizational resistance to change, inadequate digital infrastructure, and ethical AI usage. Such challenges reflect broader structural and cultural barriers that must be addressed to realize the full potential of AI in Human Resource Development. To navigate these barriers, the study proposed a multidimensional strategy that includes the development of a structured AI adoption framework adapted to the Sri Lankan ICT sector.