Exploring the Reasons for Non-Adoption of Artificial Intelligence in Human Resource Management: A Case Study of a Sri Lankan Apparel Company
TL;DR
The number of interrelated factors influencing the non-adoption of AI, including lack of training and awareness, a lack of technological infrastructure, fear of job loss, a lack of commitment from management teams, and insufficient support from the government were indicated.
Abstract
Artificial Intelligence (AI) is progressively reshaping Human Resource Management (HRM) practices globally, signaling a significant revolution in the model of practice. However, the use of AI driven HRM processes is quite limited in Sri Lanka's apparel industry. In response to this gap, current study explores the reasons for non-adoption of AI in HRM within a leading apparel company in Sri Lanka.The study is led by the interpretivist paradigm using an inductive reasoning process. The semi-structured and indepth interviews were carriedout for data collection with HR professionals and other selected managers of the study apparel company. Findings indicated the number of interrelated factors influencing the non-adoption of AI, including lack of training and awareness, a lack of technological infrastructure, fear of job loss, a lack of commitment from management teams, and insufficient support from the government. Moreover, norms of practices in the industry, the emphasis placed on human involvement, and traditional practices in HRM were viewed as significant barriers. These findings contribute to a non-use of AI driven HRM is an issue of a technological nature, but are significantly impacted by cultural, structural, and behavioral influences on the organization.