Asia Asset Finance PLC’s Inditha Jayathilaka (Deputy General Manager – IT), Rienzie Anderson (Chief Manager – Digital Transformation), and Hisham Muhammath (Senior Manager – Digital Products) share insights into how the company is navigating a rapidly changing industry by embracing AI-led technologies with a people-centric focus.
The Non-bank Financial Institutions (NBFI) sector is undergoing a paradigm shift shaped by several forces. Today’s customer expects more than just financial services; they expect experiences. They want seamless onboarding, instant credit decisions, personalised interactions, and financial tools that add value to their daily lives.
Regulators are increasingly emphasising compliance, governance, and ethical lending practices, pushing the industry toward greater accountability and innovation. Another factor is technology. It is no longer just an enabler; it is the engine of transformation. From AI to automation, digital platforms are compelling NBFIs to reimagine their business models. Institutions that are slow to adapt risk being left behind.
Asia Asset Finance PLC has embraced this transformation with intention, moving beyond digital as a buzzword and making it part of its culture. From Sri Lanka’s first Agentic AI-powered recruitment solution (AMIE) to a 100% paperless onboarding platform, Asia Asset Finance focuses on people, processes, and long-term value creation.
It embedded Lean Six Sigma principles, re-engineered processes, and eliminated inefficiencies. The result: over Rs 9 million in annualised savings in just nine months, increased employee productivity, and an improved customer experience. Asia Asset Finance was selected and awarded as the Best Financial Company Digital Transformation, Sri Lanka 2024 and The Next 100 Global Awards 2024 – NBFI from the Global Banking & Finance Review UK.
Jayathilaka, Anderson and Muhammath shared insights into this transformation in a recent interview, excerpts of which are as follows:
Can you take us through how the deployment of Agentic AI and automation reshaped workflows and reduced manual tasks across the organisation?
At Asia Asset Finance PLC, digital transformation is a cultural shift. We grounded our strategy on three core pillars: People, Processes and Policies, and Systems. Without balancing these, true transformation cannot happen. One of our flagship achievements was becoming the first financial institution in Sri Lanka’s NBFI sector to deploy a fully digitalised, automated recruitment and onboarding process. This eliminated over 50% of non-value-adding HR activities, reduced manual paperwork, and significantly improved time-to-hire while enhancing the candidate experience.
The deployment of Agentic AI marked another milestone. AMIE, our AI-powered conversational assistant, enables staff to instantly access information on HR, operations, compliance, and product policies. For example, if a staff member needs to assess a leasing facility for a customer, the system can provide real-time recommendations, including whether special approvals are needed. This speeds up decision-making while improving compliance and customer experience.
We also digitised compliance reporting. What once took days to aggregate from over 100 branches is now handled through a single-entry platform. This has improved reporting accuracy and freed up teams for more value-driven work. LeadWave, our lead management application, captures, qualifies, and converts leads transparently, replacing Excel sheets and manual tracking. It improves conversion and provides insights into branch and staff performance, helping us scale what works.
What change management strategies proved most effective in driving the adoption of your recent digital initiatives?
Voice of the Employee and the Voice of the Customer ensures each initiative addresses real needs. Before automating or changing any process, we engage those closest to it to build practical solutions. Sustainable change begins with clarity. People need to understand how transformation benefits them directly. That clarity builds trust, ownership, and momentum. Change is led from the top, with active involvement from the CEO and senior leadership. Equally, frontline teams are empowered through regional transformation champions who drive adoption.
We built a task force of Digital Transformation Champions from across departments and regions. Trained in change management and Lean Six Sigma, they guide their teams, troubleshoot, and ensure continuity. We keep communication open. Regular workshops, briefings, and training sessions explain the tools and the rationale behind them. From senior leaders to new hires, we make transformation relatable. Quick wins help build early trust, while ongoing feedback through weekly check-ins and system walkthroughs keeps the process grounded and adaptable.
We also recognise teams that embrace change, creating a ripple effect. Our belief is simple: change works when people are brought in early, engaged fully, and supported consistently. This approach turns resistance into readiness. Digital transformation, at its core, is about people. When people are empowered, change becomes sustainable.
What measurable impact has Agentic Conversational AI and Automated Recruitment and Onboarding had on customer and staff experience?
As the first NBFI in Sri Lanka to implement Agentic Conversational AI and a fully automated recruitment and onboarding process, the impact has been transformative. We’ve eliminated nearly 40% to 50% of manual work in recruitment. Letters such as offers, police clearance requests, and CRIB authorisations are now generated and tracked digitally, freeing HR to focus on strategic priorities.
We’ve achieved Rs4.6 million in cost savings and a 100% paperless recruitment and onboarding process. Staff can now issue letters, access interview questions, and onboard candidates securely, even remotely. This has redefined operational efficiency and visibility for HR across the organisation. On the customer side, AMIE has improved internal service delivery.
Staff receive real-time responses instead of searching through documents, leading to faster decisions, better compliance, and more effective customer engagement. We also avoided Rs3.3 million in costs by developing our corporate website in-house. It offers a user-friendly interface for customers and job seekers, closing the gap between digital convenience and professionalism.
Can you share how your AI-driven learning portal and digital onboarding tools are enhancing employee empowerment and engagement?
Our AI-driven learning portal and digital onboarding tools are empowering employees from day one. The Learning Management System provides each employee with a personalised
path while giving management real-time insights into progress and engagement. This turns learning into a measurable, strategic asset. Its accessibility, including Sinhala and Tamil content, removes language barriers and unifies the organisation on a single learning platform.
The result is stronger engagement and cross-functional alignment. Interactive quizzes and self-assessments offer immediate feedback and help the Learning and Training team target support effectively. Real-time data enables focused training strategies and clear development paths. Our digital onboarding tool has redefined recruitment by automating document validation, structuring data collection, and providing real-time updates.
From offer letters to onboarding checklists, the process is faster, more transparent, and aligned with business needs. Together, these tools are helping us shift from transactional HR to transformational people practices. By focusing on learning, transparency, and engagement, we are building a culture where digital transformation begins and remains centred on people.