Browsing by Author "Bandara, M.M.M."

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Determinants of Training Motivations: A Case of Non –managerial Level Employees in Value added Tea Company
(2016) Rebecca, E.; Bandara, M.M.M.; Weerasinghe, T.D.; de Alwis, A.C.
The purpose of this study is to investigate the factors which determine the employees’ participation in training programs in one of the Tea Manufacturing Companies in Sri Lanka. Even though non-managerial level employees in the aforesaid company have requested several training programs from their supervisors semi-annually, they are reluctant to participate in those programs. Hence, this research is conducted as an exploratory field study which is cross-sectional, intending to explore the determinants of training motivation of employees in the selected company. Unit of analysis of the study is at the individual level; individual non-managerial employees. Researcher administered a standard questionnaire to collect primary data from a sample of 83 non-managerial employees where convenience sampling was used to select the sample. Exploratory Factor Analysis (EFA) was conducted to find out the significant determinants of training motivation. Moreover, factor loading values and cumulative percentage of extraction sums of squared loading values were used to draw the conclusion. It is found that self-efficacy, training reputation and job benefit are the significant training motivators for non-managerial employees in the selected company while supervisory support and the financial sponsorship were found to be insignificant motivators. Hence, it is recommended for practicing manager and Human Resource (HR) professionals in the selected domain to design training programs which will improve the efficacy and the reputation of the participant, and especially, to deliver transferable skills in designing future training programs.
The Nexus between Employee Induction and Job Satisfaction: A Case of Executive Level Employees in Ceylon Tea Services PLC
(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Rebecca, E.; Bandara, M.M.M.; Weeresinghe, T.D.; de Alwis, A.C.
Induction is an important Human Resource Management (HRM) function which organizations should engage in with the overall aim of increasing organizational productivity and employee motivation. According to the extant literatures there is a significance relationship between induction program and job satisfaction of employees. Thus, induction has an important part to add value to the employee commitment through its effectiveness. The primary objective of the current study was to explore the relationship between current induction programs of the selected company and employees' job satisfaction. Consequently, this study investigates how each component of induction affect to the employee satisfaction. Seventy four (74) executives those who have completed a continuous service period of 3 years in the company and have participated for the company induction were selected as the sample. Convenience sampling was applied to select the aforementioned sample. Data were collected through a standard questionnaire. Descriptive statistics and the correlation test were used to derive the conclusions. Findings reveal that 71% of the respondents are either dissatisfied or strongly dissatisfied about the current induction that they have. Further, it is found that there is a positive, but insignificant correlation between current induction programs (including the policy) and job satisfaction of executives in the company. Hence, having assessed the correlation it is recommended to give the program at the beginning of the recruitment and it is suggested to get the participation of senior management, concern on human side when design the program, gradually give introduction on the company and give relevant information gradually. Through following above process can make satisfied employees with the induction program.