S. Pushpakanth _ MN7234ES

Health and safety in the workplace is a critical component of employee well-being and organizational productivity. Ensuring a safe and healthy work environment is not only a legal and ethical responsibility but also an essential part of human resource management that directly impacts employee morale, engagement, and retention. HR plays a central role in developing and implementing health and safety policies that align with local laws and international standards. This includes conducting risk assessments, identifying potential hazards, and creating procedures to mitigate these risks. HR teams must ensure that employees are aware of safety protocols, trained to handle workplace hazards, and equipped with the necessary tools and protective equipment to prevent accidents. In addition to physical safety, mental health is increasingly recognized as an integral part of workplace well-being. HRM can address mental health concerns by promoting a supportive and inclusive work environment, offeri...

Addressing perceived inactive employees in the workplace requires a nuanced approach. "Lazy" behavior in employees can manifest as low productivity, lack of initiative, and disengagement. However, HR professionals and managers need to understand the underlying reasons for such behavior to address it effectively. Labeling employees as lazy without proper analysis can lead to poor morale and further disengagement. One common cause of low productivity is a lack of motivation. Employees may feel disconnected from their work due to unclear goals, limited recognition, or a mismatch between their skills and job roles. HRM can play a critical role in fostering motivation by implementing effective performance management systems that include setting clear expectations, providing continuous feedback, and recognizing achievements. Offering training and development opportunities can also re-engage employees by aligning their skills with their roles and career aspirations. Workplace cultur...

Migration of Sri Lankans is influenced by various push-and-pull factors that impact both individuals and the labor market. A primary reason for migration is the pursuit of better economic opportunities and higher standards of living. Many Sri Lankans seek jobs abroad that offer competitive salaries, professional growth, and improved quality of life, which may be lacking in their home country due to economic instability and limited job prospects. This economic migration is particularly prevalent among skilled professionals and educated youth who face underemployment or unemployment in Sri Lanka. Another significant factor is the desire for career advancement and skills development. Professionals often migrate to countries with better infrastructure, technology, and opportunities for training and development. These environments allow individuals to advance in their careers more effectively than they might be able to in Sri Lanka, where resources for continuous professional development ca...

Introduction A multicultural society like Sri Lanka presents both opportunities and challenges that organizations must navigate carefully. Sri Lanka’s diverse population comprises different ethnic, religious, and cultural groups, including Sinhalese, Tamils, Muslims, and others. This diversity brings a rich pool of skills, perspectives, and experiences that, when managed effectively, can enhance creativity, innovation, and problem-solving within organizations. “It’s hard to define what diversity is because everyone has an opinion” (as in McCormick, 2008, p 01). McCormick (2008) HRM plays a crucial role in fostering an inclusive workplace that reflects the multicultural fabric of society. Implementing diversity and inclusion (D&I) policies ensures that employees from different backgrounds feel valued and respected, contributing to a cohesive work environment. Effective HR practices can help bridge cultural differences through targeted training and awareness programs that promote cul...

  Why Sri Lankan government bank sectors fail? Sri Lanka has been experiencing an economic crisis since 2019 as (Easter bombing, Covid19, Money printing by the Central Bank, Corruption caused by Ministers and government executive officers) result of unpopular decision making. The government banking sector also has faced challenging in recent years. If this failure is analyzed from the perspective of HRM, it can be linked to inefficient recruitment practices and talent management as a main issue.  Most qualified and talented candidates are not much attract by this governmental banking sector because of their complex governmental hiring process which leads to skill gap.   Next key issue is lack of training and development workshops for government sector banking employees. If an organization fails to upgrade their knowledge and skills along with technological advancement, it could be limited their ability to achieve the organization’s goals and manage the risks effec...

Introduction HR technology space is a fast-changing sector that brings in many innovative, data-driven, and employee-centric technologies transforming the workplace. As organizations continue to adapt themselves to the evolving workforce demands, HR Technology has started focusing more on boosting productivity, enhancing employee experience, and building a culture of continuous learning and development. Here are some of the key developments and instruments affecting the future course of HR technology.   Artificial Intelligence and Machine Learning: In the near future, AI and ML can be used to hire and process performance management automatically. Tools like Pymetrics and HireVue improve talent recruitment, customized employee experiences, and predictive workforce analytics, by their ability to use AI during applicant interviews and evaluations.   Employee Experience Platforms: By creating customized dashboards, career path tracking, and feedback tools for each...