Contemporaneity Labour Market Vs Manufacturing Industries in Sri Lankan Context

The evolving nature of work, coupled with increasing organizational complexity, has elevated the importance of Human Resource Management education in both academic and professional contexts (Ulrich et al., 2013). Understanding why individuals should study HRM requires examining its multifaceted impact on organizational and individual success. Strategic Importance Research by Barney and Wright (1998) demonstrates that human capital represents a crucial source of sustainable competitive advantage. HRM education provides the theoretical and practical knowledge necessary to; 1. Develop strategic human capital capabilities. 2. Align people management with organizational objectives. 3. Navigate complex workplace dynamics. Key Evidence for the importance of HRM Education Organizational Performance Impact Studies by Huselid et al. (2015) reveal that organizations with strong HRM practices demonstrate; - 40% higher market value per employee. - 44% higher EBITDA per employee. - Significantly low...

The notion of "human as a resource" emerged primarily during the industrial revolution and has since evolved into a fundamental concept in modern management theory (Kaufman, 2014). This conceptualization has shaped organizational practices and human resource management strategies across industries (Beer et al., 2015). Industrial Revolution Origins The systematic view of humans as productive resources began during the industrial revolution, when labor became increasingly standardized and quantifiable. Frederick Taylor's scientific management principles formalized this approach through time-motion studies and standardization of work processes (Taylor, 1911/2004). Mayo's (1933) Hawthorne studies later challenged this mechanistic view, introducing human relations theory to management thought. Evolution of Human Resource Management The transition from "personnel management" to "human resource management" reflected a paradigm shift in organizational thin...

Human Resource Management systems play a crucial role in organizational success and employee satisfaction. In Sri Lanka, the evolution of HRM practices has been influenced by both colonial legacy and modern Western management principles. However, emerging research indicates widespread dissatisfaction among employees regarding current HRM systems (Opatha, 2019). This study aims to analyze the root causes of this dissatisfaction and its implications for organizational effectiveness. Sri Lankan organizational culture, characterized by high power distance and collectivism, often conflicts with individualistic Western HRM practices. Evidences  indicates that Sri Lankan organizations predominantly follow traditional personnel management approaches despite claiming modern HRM adoption (Wickramasinghe, 2018). Key characteristics include: - Bureaucratic administrative systems - Hierarchical decision-making processes - Limited employee participation - Inadequate performance management system...

In today's dynamic business environment, organizations constantly question the value and necessity of different organizational functions. Human Resource Management, despite its evolution from a purely administrative function to a strategic partner, faces ongoing scrutiny regarding its essential nature in organizational success. This paper explores whether HRM is truly required for organizational effectiveness and sustainability. Historical Evolution of HRM The transformation of personnel management into strategic HRM reflects the growing recognition of human capital as a critical organizational asset. Early perspectives viewed HR primarily as a cost center focused on administrative tasks, while modern approaches position it as a strategic value creator (Ulrich & Dulebohn, 2015). Strategic Importance of HRM Talent Management and Acquisition - Systematic recruitment and selection processes - Strategic workforce planning - Talent pipeline development - Employer branding and attrac...

Sri Lanka has experienced a significant shift in its business landscape as various companies choose to relocate their operations to other countries (Athukorala & Ekanayake, 2021)  due to varias reasons such as unfriendly government policies, high energy cost, high labour cost, ect . This trend has profound implications for the nation's labor market, workforce development, and economic stability (World Bank, 2023). Understanding these impacts is crucial for policymakers and stakeholders in developing effective responses to this challenge.   Advantages for Sri Lankan Labor Market Skill Development and Diversification - Pressure to upskill workforce to remain competitive (Chandrasekara & Perera, 2022) - Increased focus on technical education and professional development - Emergence of new industry sectors to fill market gaps (Asian Development Bank, 2023) Entrepreneurial Opportunities - Creation of local businesses to serve relocated companies (Wijewardena et al., 2022) -...

The implementation of LEAN management systems has become increasingly prevalent in modern organizations seeking operational efficiency and competitive advantage (Womack & Jones, 2016). However, research indicates that approximately 70% of LEAN initiatives fail to achieve their intended objectives (Bhasin & Burcher, 2019). This high failure rate can be largely attributed to inadequate attention to human factors and ineffective human resource management strategies (Shah & Ward, 2018). LEAN Management Principles  and HRM's Strategic Role LEAN management, originally developed from the Toyota Production System, emphasizes waste elimination and continuous improvement (Liker, 2017). The system comprises five fundamental principles: value identification, value stream mapping, flow creation, pull establishment, and continuous improvement seeking (Womack & Jones, 2016). Contemporary HRM theory positions human resource management as a strategic partner in organizational transf...

The industrial landscape is rapidly evolving with the advent of Industry 5.0, characterized by the integration of advanced technologies such as artificial intelligence, robotics, and the Internet of Things into manufacturing processes. This transformation brings about a host of challenges for Human Resource Management (HRM) professionals as they navigate the complexities of managing a workforce in this new era  [1] . One of the primary challenges facing HRM in Industry 5.0 is the need to upskill and reskill employees to keep pace with technological advancements. As automation and digitization become more prevalent in the workplace, there is a growing demand for workers with specialized technical skills. HRM professionals must develop training programs and initiatives to ensure that employees are equipped with the necessary skills to thrive in this new environment  [2] . Additionally, the rise of remote work and virtual teams in Industry 5.0 presents challenges in terms of mana...

  What is attitude? According to the Cambridge Dictionary attitude is  attitude is  "a way of thinking or acting etc". A feeling or opinion about something or someone, or a way of behaving that is caused by this [1]. Employee attitude refers to the mental state or disposition an individual brings to work. It includes their feelings, beliefs, and values about their job, colleagues, and the organization as a whole. This mindset can be positive, negative, or neutral and significantly influences their behavior and performance [2]. Why are the Attitudes to be changed in organizations?   In the workplace, employees can have either a positive or negative attitude about specific work tasks, products or services, co-workers or management, or the company as a whole. Positive attitudes among employees make workdays more enjoyable. Tasks are performed to a higher standard and without complaint [3]. But when it comes to negative, impact is huge for the operation. Attitude impacts...

High labour turnover in Sri Lanka Labour turnover refers to the net departure of employees over a defined period of time. It can be divided into voluntary vs. involuntary and avoidable vs. unavoidable labour turnover. Some common causes of labour turnover include employee dissatisfaction, organizational downsizing, and employee relocation [1]. A high turnover rate means that many of your employees, more than what's expected in your line of business, have quit the organization over a certain period of time [2]. Most organizations are facing a frequent turnover of staff, and as such the high turnover is costing them in terms of productivity, money and time. High turnover is a critical human resource issue in all sectors of the economy. Turnover affects productivity, product and service quality, and profitability [3].  In Sri Lankan context In the manufacturing industry, the turnover rate of labourers was 15%, and supervisor turnover was 5% in 2017 (Department of Census and Stati...