Tharaka Dissanayake : LMU 29051988 / E248829 | MN7234ES - PEOPLE AND ORGANIZATIONS

  Encouraging the Foundation of Sri Lanka's Workforce: Appreciating and Respecting Manual Laborers in Infrastructure and Construction   Introduction Like in many developing countries, a sizable portion of the employment in Sri Lanka is made up of manual laborers who work in the construction, road construction, and estate management industries. Due to their lack of formal education, these workers—despite being essential to the growth and development of the country—frequently go unnoticed and undervalued in society. However, their importance is not reflected in this lack of acknowledgment. Rather, it draws attention to a more general problem with cultural perspectives on work, education, and social standing. A modern human resource management (HRM) policy must include a framework that recognizes the vital role these workers play in influencing the destiny of the nation in addition to their physical labor.   The Value of Manual Laborers Whether they work on roads, in constru...

Transformational Leadership Style To Enhance Human Resource Management In Si Lankan Government Sector Introduction In order to improve organizational effectiveness and cultivate a healthy work environment, transformational leadership aims to inspire, motivate, and engage staff members. Transformational leadership is essential for influencing organizational culture, enhancing worker performance, and stimulating innovation in the context of human resource management (HRM). Adopting transformational leadership could result in major improvements to work practices, employee motivation, and public sector efficiency in Sri Lanka's government sector, where bureaucratic systems are often more inflexible and hierarchical. The significance and application of transformational leadership in Sri Lanka's government sector are examined in this essay, along with the potential effects this strategy may have on HRM procedures, worker happiness, and overall organizational performance.   Th...

Introduction Fairness and protection in the workplace are guaranteed by labor laws. The laws governing labor relations in Sri Lanka have changed over time to reflect shifting socioeconomic circumstances and to advance the interests of both employers and employees. A balanced relationship between employers and employees is largely maintained by the amended Labour Act and other laws of pay, working conditions, and employee rights. The relevance of Sri Lankan labor law, the most recent revisions to the labor act, the distinctions between the Shop and Office Labour Law and the Wages Board, and the usefulness of understanding these laws for human resource (HR) professionals are all covered in this essay. 1.    The Sri Lankan Labor Law and the Updated Labor Act Common law and statutory legislation coexist to regulate Sri Lanka's labor regulations. The *Industrial Disputes Act No. 43 of 1950* and the *Factories Ordinance No. 45 of 1942* are the main pieces of law. However, th...

Strategies to Curb Labor Turnover in Sri Lanka’s Apparel Sector   Introduction The apparel sector has been a cornerstone of Sri Lanka’s economy, contributing significantly to export earnings and providing employment to millions of workers. However, the industry faces an ongoing challenge with high labor turnover, which disrupts productivity, increases training costs, and affects overall operational efficiency. Labor turnover, in this context, refers to the rate at which employees leave their jobs and need to be replaced. This issue is particularly prevalent in the apparel sector, where the workforce is predominantly female, young, and often employed in low-skilled positions with limited career growth opportunities. Addressing labor turnover is crucial for the sustainability and growth of the apparel industry. In this article, we explore several strategies that can help curb labor turnover in Sri Lanka’s apparel sector. Key Strategies to Curb Labor Turnover Improving Wage Structur...

  She Rises Through Challenges… The Sri Lankan Women’s Workforce Challenges   Introduction Women's employment is essential to the expansion of every economy, and Sri Lanka is no different. Women's participation in the workforce has gradually increased in recent years, especially in fields like IT, healthcare, and education. Notwithstanding these developments, women in Sri Lanka still encounter a number of obstacles that prevent them from fully participating in society and advancing in their careers. From the standpoint of human resource management (HRM), this is to examine the main obstacles that women in Sri Lanka's workforce must overcome and offers solutions.   Challenges Faced by Women in Sri Lanka’s Workforce 1. Gender-Based Discrimination • Unequal Pay: Pay disparity for equal work is one of the biggest problems facing Sri Lankan women in the workforce. For the same duties and responsibilities, women are frequently paid less than males, even with improvements in edu...

  Sri Lanka's Post-Pandemic Workforce Transformation Sri Lanka has not been exempt from the enormous changes in the global workforce brought about by the COVID-19 epidemic. There have been significant changes in several economic sectors as a result of the transition from traditional employment arrangements to more adaptable, technology-driven models. The pandemic has altered work culture, boosted digital adoption, and modified job patterns in Sri Lanka. The main shifts in Sri Lanka's workforce since the epidemic are examined in this essay, along with emerging trends, difficulties, and prospects. 1. Transition to Hybrid and Remote Work Models • Growth of Remote Work: Organizations were compelled by the pandemic to quickly implement remote working strategies. Widespread acceptance of remote work decreased reliance on offices in industries like professional services, education, banking, and information technology (IT). • Hybrid Work Models: Although certain businesses stil...