Enterprise AI Analysis
Artificial Intelligence Adoption Intention among HR Professionals in Bangladesh
Authored by Mir Md. Aulad Hossain and Mehzabul Nahid, this research from the 3rd International Conference on Computing Advancements (ICCA 2024) explores the determinants of AI adoption in Human Resources within large Bangladeshi enterprises, using the Technology-Organization-Environment (TOE) framework.
Executive Impact Summary
AI adoption in HR is poised to transform operational efficiency and strategic decision-making in large Bangladeshi enterprises, despite current infancy and implementation challenges.
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HR Process Efficiency Gain
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Operational Cost Reduction Potential
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Decision Quality Improvement
Deep Analysis & Enterprise Applications
Select a topic to dive deeper, then explore the specific findings from the research, rebuilt as interactive, enterprise-focused modules.
Technological Enablers for AI in HR
The study highlights that technological attributes significantly influence the adoption of AI in Human Resources. Key drivers include the perceived low operational cost, the simplicity of the AI solutions, and the clear benefits they offer, such as enhanced process efficiency and data accuracy. For enterprises, selecting user-friendly AI tools with demonstrable ROI is critical.
Example Enterprise Application: Implementing an AI-powered applicant tracking system (ATS) that simplifies candidate screening (simplicity) and significantly reduces time-to-hire (benefits), leading to lower recruitment costs (low operational cost).
Organizational Readiness & Support
Organizational factors such as high-level management endorsement and overall preparedness (budget, skills, resources, culture) are pivotal. The research indicates that a perceived low operational cost associated with AI also motivates organizations. Enterprises must cultivate a supportive culture and allocate necessary resources for successful AI integration.
Example Enterprise Application: A company with strong executive sponsorship and dedicated budget for AI training (management endorsement) and a clear strategy for integrating AI into HR workflows (organizational readiness) successfully deploys an AI chatbot for internal employee support, improving HR service delivery.
External Vendor Support Importance
External environmental factors, particularly robust vendor support, play a crucial role in the adoption of AI technologies within HR. Reliable assistance from AI solution providers, including training and technical support, helps organizations navigate the complexities of implementation and ensures successful utilization.
Example Enterprise Application: An HR department partnering with an AI vendor that provides comprehensive onboarding, ongoing technical support, and regular updates for an AI-driven predictive analytics tool, ensuring its effective and continuous use for workforce planning.
68.3%
AI Adoption Intention Influenced by TOE Framework Factors
The study found that technological, organizational, and environmental factors collectively explain 68.3% of the variance in AI adoption intention among HR professionals, indicating strong predictive power.
Enterprise Process Flow: Research Methodology
Positivist mixed method research approach
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Purposive sampling (HR managers in Bangladesh)
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Structured questionnaire (26 items, 5-point Likert scale)
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315 valid responses (70% response rate)
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Structural Equation Modeling (PLS-SEM) for data analysis
| Criterion | Threshold | Study Result |
|---|---|---|
| Cronbach's Alpha | >0.70 |
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| Composite Reliability (CR) | >0.70 |
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| Average Variance Extracted (AVE) | >0.70 |
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| Fornell-Larcker Criterion | SQRT(AVE) > Correlations |
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| Variance Inflation Factor (VIF) | <5 |
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Navigating AI Implementation Barriers in Bangladesh
The study highlights several significant challenges for AI adoption in Bangladesh, particularly for large enterprises. These include perceived high costs for implementation and maintenance, the inherent complexity of integrating AI into existing HR processes, which can lead to unrealistic expectations and potential setbacks.
Crucially, weak top management support and a general lack of understanding among key leaders about the necessity for strategic changes further hinder organizational readiness. Moreover, the absence of necessary infrastructure, quality data, and skilled talent acts as a significant limiting factor to effective AI utilization. Addressing these systemic barriers thoughtfully is essential for successful AI integration and realizing its full potential in HR.
Calculate Your Potential AI ROI
Estimate the efficiency gains and cost savings your enterprise could achieve by strategically adopting AI in HR.
Estimated Annual Savings
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Annual Hours Reclaimed
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Your Enterprise AI Implementation Roadmap
A strategic, phased approach is key to successful AI adoption in Human Resources.
Phase 1: Discovery & Strategy Alignment
Identify key HR pain points, assess current technological infrastructure, and align AI objectives with overall business strategy. Secure top management endorsement and define clear, measurable goals for AI implementation.
Phase 2: Pilot Program & Vendor Selection
Initiate a small-scale AI pilot in a specific HR function (e.g., recruitment). Evaluate vendor capabilities, support, and perceived simplicity. Focus on solutions with low operational costs and clear benefits.
Phase 3: Integration & Training
Integrate AI solutions with existing HRIS, ensuring data quality and security. Provide comprehensive training to HR professionals on new AI tools, fostering organizational readiness and mitigating complexity concerns.
Phase 4: Scaling & Continuous Optimization
Expand successful pilot programs across other HR functions. Establish metrics for continuous monitoring of AI performance, operational costs, and user satisfaction. Iterate and optimize based on feedback and evolving needs.
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