Utilizing Design Thinking to Evaluate the Impact of Generative AI on HR Policies and Practices

Abstract: The study uses a Design Thinking framework to investigate how Human Resource (HR) policies and practices may incorporate Generative Artificial Intelligence (AI). It intends to investigate the state of generative AI in HR, gather perspectives from managers, employees, HR professionals, AI experts, and other pertinent parties, and pinpoint the possible advantages and difficulties from the standpoint of the user. Using Design Thinking, the study pinpoints a few important conclusions. AI is seen by many users as a game-changing technology that may greatly improve HR procedures. They draw attention to how it may simplify employee record-keeping, lessen bias in hiring by using anonymized data and standardized assessments, and tailor learning and development to each person's abilities and professional objectives. AI is also expected to increase time management, accessibility, and cost effectiveness while streamlining repetitive operations like payroll and resume screening. Repetitive task automation is also praised for reducing manual labor and streamlining workflows. According to some responders, AI can help remove prejudice from HR procedures, resulting in more just and equitable procedures. Thus, using AI into HR is seen as a strategic way to boost productivity and establish a simpler, more approachable HR environment. The insights from this study can be used by decision-makers to handle user concerns, match tactics to user requirements, explain the benefits and management of AI, and make ongoing adjustments in response to feedback. This guarantees user-centered, well-informed decisions that improve operational effectiveness and establish a more approachable HR environment. Keywords: Design Thinking, Empathy Map, Generative AI, HR Practices JEL Classification Number: C90, D83, D91, J24