Browsing by Author "Wickramasinghe, V."

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AN INVESTIGATION INTO THE CONTRIBUTION OF INSTITUTIONAL CULTURAL PARADIGMS TO THE EFFECTIVENESS OF POSTGRADUATE PROGRAMS: A COMPARATIVE STUDY OF UNIVERSITY OF MORATUWA AND UNIVERSITY OF KELANIYA
(2010) Subasinghe, R.; Wickramasinghe, V.
Although the state university system of Sri Lanka requires undergraduate degree programmes to be provided free of charge, postgraduate degree programmes and other services such as consultancy and research and development can be provided on income generating basis. Nevertheless, evidence suggests that the state university system is not operating up to its potential in providing commercially viable postgraduate programmes on profit making basis. This research questions whether the institutional cultural paradigms prevailing within the state university system impedes it from achieving strategic organizational objectives of survival, self-sustainability and growth. The study investigates and compares institutional cultural paradigms and effectiveness of postgraduate programmes of University of Moratuwa and University of Kelaniya, and investigates whether a particular paradigm is conducive for achieving strategic objectives than other cultural paradigms. For the study, a random sample of 100 senior academic and administrative staff responsible for postgraduate programmes of Faculty of Engineering, Architecture, and Information Technology of University of Moratuwa, and a random sample of 100 senior academic and administrative staff responsible for postgraduate programmes of Faculty of Science, Commerce and Management, Social Sciences, Humanities, Post Graduate Institute of Pali and Buddhist Studies, and Post Graduate Institute of Archaeology of University of Kelaniya responded. The institutional culture was measured based on the dimensions proposed by Denison and Mishra (1995) that consist of four dimensions, namely Consistency, Adaptability, Involvement and Mission. The effectiveness of postgraduate programmes were measured based on the dimensions proposed by Cameron (1978) that consists of four dimensions, namely, Academic (Academic Development of students, Professional Development of Lecturers, Ability to acquire source), Morale, Adaptation to the External Environment and Field outside Programme. It was found that University of Moratuwa has more conducive institutional culture compared to University of Kelaniya, although certain Faculties of Unniversity of Kelaniya have scored higher in some institutional cultural dimensions compared to the Faculties of University of Moratuwa. A similar trend was observed in aspect of the effectiveness of postgraduate programmes as well. The research shows that healthy cultures lead to better effectiveness and technology oriented universities have comparatively conducive cultures that lead to greater effectiveness. This research will lay the foundation for future research into other factors influencing effectiveness and dynamics of existing cultural paradigms.
Human Resource Function in the Strategy Process: A Case for Convergence
(University of Kelaniya, 2005) Wickramasinghe, V.
The future of human resource management (HRM) as a discipline and a profession is closely linked to the role played by the HR function in the organisational strategy process. Though the debate on HRM and HR function continues, some important issues have not been given the adequate attention they deserve. First, the credibility of management idea is partly determined by its diffusion across the world; such credibility will be enhanced if the idea is viewed to be applicable in various contexts. This issue led to raise the first research question: (a) to what extent does HR function plays a significant role in the organizational strategy process in Sri Lankan companies? The second issue pertains to how (if at all) modern approaches associated to HRM manage to find their way to Sri Lanka. Here, the debate on convergence versus divergence in management practices and the role of Multinational Companies (MNCs) and other drivers of globalisation are explored. Thus, (b) to what extent MNCs and other drivers of globalization can be attributed to play a part in the convergence of HRM practices? The research is also guided by four hypotheses. The answers to the two questions were sought from a sample of 78 HR managers in three categories of Sri Lankan manufacturing companies. The findings of the investigation led to argue that the transfer of HRM practices and philosophies cannot be solely attributed to MNCs and other drivers of globalization such as efficient communication systems, information technology, ISO standards, and international and professional institutions. The strength of the current local management practices and cohesion of institutions in Sri Lanka, which is arguably due to the colonial legacy and the beginning of unequal interactions with the West, have also played a major role.
Influence of human dimensions on product quality
(University of Kelaniya, 2011) Wickramasinghe, V.
Organisations are facing an increasing struggle to survive and gain competitive advantage in the ever expanding and competitive global marketplace. Further, state intervention in local markets has diminished, and organisations confront an increasing number of competitors. In the circumstances, many countries have embraced quality management concepts in order to improve their competitiveness in international as well as local markets. The literature suggests that human dimensions influence product quality and in turn, influence firm performance. However, a limited number of studies had empirically investigated the relationship between human dimensions and product quality. In the above context, the objective of the current study is to investigate the relationship between product quality and six human dimensions, namely: leadership, strategic human resource planning, human resource information and documentation, human resource development, supplier relationship, and customer relationship in the Sri Lankan context. Thirty five export apparel firms that have implemented a formal quality management programme and that has been running for at least three years participated in the study. After a thorough review of literature, product quality was measured in terms of on-time delivery, customer complaints, and reject and rework rate, as those were identified as more common measures of product quality. For this study, it is hypothesised that each human dimension (leadership, strategic human resource planning, human resource information and documentation, human resource development, supplier relationship, and customer relationship) will significantly predict product quality. It was found that leadership has the greatest impact on product quality, followed by human resource development and customer relationship. A discussion on the implications of the findings and research areas for further enquiry and understanding will be presented.
Intellectual Capital and Financial Performance in Sri Lankan Banks
(Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Aruppalal, D.; Wickramasinghe, V.; Mahakalanda, I.
The purpose of this paper is to examine the impact of Intellectual Capital (IC) on financial performance of Sri Lankan banks. This analysis is about the level of intellectual capital, level of financial performance and the impact of IC on financial performance of Sri Lankan banks. The Value Added Intellectual Capital coefficient (VAIC) approach developed by Pulic (2000) is used to determine the IC performance. Accordingly human capital, structural capital and capital employed efficiency are used as intellectual capital constituents of this research. Return on Equity (RoE) and Market to Book Value Ratio (M/B) are used to measure the financial performance and value creating competency of selected banks. The data obtained from corporate annual reports are regressed to measure the impact of intellectual capital constituents on financial performance. Findings of this research indicates that, Sri Lankan banks, in general, have relatively lower human capital and structural capital efficiency compared to capital employed efficiency. So the results depict a greater impact of capital employed efficiency on financial performance compared to other intellectual capital constituents. Further these findings would be both conceptually and practically appealing for bankers to apply knowledge management practice in their institutions. Also this study would provide some information to the stakeholders and potential investors to assess the value creating capabilities of selected banks. Findings of this study help decision makers be aware of the importance of intellectual capital as a key factor that can enhance a firm’s ability to maintain their competitive position.
IT Industry Labour Turnover: The Reality
(University of Kelaniya, 2005) Jinadasa, L.; Wickramasinghe, V.
At the time of regaining independence, though the Sri Lankan economy was open to free trade, it was mainly dominated by agriculture. Since the adoption of liberal economic policies in 1977, new industries have been created and the export structure has become diversified. One such emerging industry is Information Technology (IT). After mid-1990s an expansion in the IT industry has been witnessed with many local and international companies setting up operations to cater to international market. As IT companies build on knowledge workers, absorbing such qualified employees become the focal point. In the competitive IT labour market, companies make substantial investment by adopting various strategies to recruit qualified knowledge workers creating a high IT labour turnover rate in the industry. This not only influences performance and stability of the IT industry, but also increases the costs of recruitment and selection of knowledge workers. In this context, arising IT labour turnover issues should be addressed. This paper investigates reasons for IT industry labour turnover and related retention issues. In the study, survey questionnaire was used and 158 randomly selected knowledge workers (all graduates) responded. Data was analyzed using SPSS software. The findings gave an insight into the knowledge worker turnover behaviour in which only 6% satisfied with their current job with the current employer while 24% intended to leave the current employer, if they get a better job offer from another IT company in Sri Lanka. Being a lucrative global industry, another 24% intended to leave, if they get a job offer or a permanent residency in a foreign country. A detailed analysis of IT industry labour turnover, individual expectations, management issues in the IT industry and practical implications of the findings are discussed.