Human Resource Management

Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/217

Browse

Now showing 1 - 20 of 95

A Critical Analysis of The Information and Communication Technology (ICT) Education and Training in Vocational Education Sector in Sri Lanka
(2011) Perera, T.; Thelijjagoda, S.
The main objective of this research study is to investigate the usefulness of Information and Communication Technology (ICT) education in vocational education and training sector in Sri Lanka. It is at high importance that vocational education and training in Sri Lanka, both as a vital part of our education system and for its industrial competitiveness. The research critically analyses the present structure and process of ICT education on vocational education and training sector in Sri Lanka. According to the research findings the factors; quality of the ICT education, qualifications and competencies of the academic staff, ICT education facilities, and timely updated course syllabus are highly effecting the usefulness of ICT education on Technical Vocational Education and Training (TVET) sector. To achieve higher growth in the ICT education in vocational education and training sector, in future years, this paper concludes with a set of recommendations.
Agency Contribution In Achieving Temporary Agency Workers’ Organizational Commitment: A Study In ABC (Pvt) Ltd
(2018) Perera, T.G.T.N.; Weerakkody, W.A.S.
Temporary agency workers are coming under non-standard employments, who have temporary attachment to the working organization. With dynamic business environment and flexible work arrangements, temporary agency employments are also emerged in Sri Lanka. Temporary agency workers are dual committed employees. However, with this dual commitment, organizations face issues in achieving temporary agency workers’ commitment due to low attention of agencies to temporary agency workers. Even though the Client organization provides due attention to temporary agency workers, they fail to receive due commitment due to the lack of attention from agency to temporary agency workers. This study was conducted to identify the agency related factors affecting temporary agency workers’ commitment. This was carried out as a cross sectional field study with a sample of 93 workers from temporary agency works in the ABC (pvt) ltd. 93 temporary agency workers were selected as sample. Data were collected via a standard questionnaire that met accepted standards of validity and reliability. Descriptive statistics, Simple ranking, Factor analysis, ANOVA and Independent Sample T-Test technique were performed to analyze data. No of Temporary workers to supervisor (temp to consult ratio) is the most influencing factor of temporary agency workers’ commitment in agency context. Job satisfaction, agency support, side bets, interactional justice, lack of alternative employments, procedural justice, distributive justice, reciprocity norm acceptance, socialization, breach of psychological contract, lack of skill transferability are the other factors, which are ordered from most influencing factor to less affecting factor to workers’ organizational commitment . Findings revealed that eleven out of thirteen factors are job related factors, other two are organization related and person related factors. Most client companies provide their attention, while agencies fail to provide their due attention. It shows, it is useless to expect temporary agency workers’ commitment without providing due attention from agency. Therefore, the more dually committed the temporary agency workers are, the more eligible they are to receive dual attention from client as well as from their agency.
An analysis of the awareness of adolescent pregnancy among advanced level school children in selected girls' schools in western province, Sri Lanka
(Faculty of Indigenous Medicine, University of Colombo, Rajagiriya, Sri Lanka., 2023) Darshani, R.K.N.D.; Dissanayake, K.G.C.; Rodrigo, B.K.M.P.
The Annual Health Bulletin (2019) stated, the teenage pregnancies (16-19 age) were increased from 13.8% (2018) to 17.1% (2019). Analyze effective methods for prevent adolescent pregnancy by determining the impacts of Peer Influence, Socio economic status, knowledge of sexually transmitted diseases and knowledge of safety measures of pregnancy towards awareness maternal healthcare education related to adolescent pregnancy were objectives of this ethically approved study. Adolescent girls (16-19 years) in Advance Level science classes [N1 = 34,328 (Colombo: 14,835, Gampaha: 11,882, Kalutara: 7,611)] of National girls schools [N2 = 72 (Colombo:37, Gampaha: 17, Kalutara: 18)] in Western Province are the aimed population. The Sample (Andreessen table; 5% margin error) was collected by validated questionnaire according to Proportionate Stratified Sampling Method [n1 = 378 (Colombo: 163, Gampaha: 131, Kalutara: 84); n2 = 4 (Colombo: 2, Gampaha: 1, Kalutara: 1)]. As per the results, most of participants were Sinhala, Buddhists, unmarried, unemployed and few had experiences of violence. And few participant’s mothers and siblings had adolescent pregnancies and few of them live with their single mothers. Students live in moderate to low socio-economy with moderate to high peer influence. and they had moderate to low knowledge of safety measures of pregnancy, moderate to high knowledge of sexually transmitted diseases and moderate to high awareness of healthcare education related to adolescent pregnancy. And there were significant positive impacts towards awareness of healthcare education related to adolescent pregnancy from knowledge of sexually transmitted diseases, knowledge of safety measures of pregnancy and peer influence. And there was no significant impact from socio-economic status to awareness of healthcare education related to adolescent pregnancy. The results were confirmed by the pilot study of adolescent pregnant ladies. Therefore, this study is certified that the awareness of healthcare education can be developed through knowledge of sexually transmitted diseases, knowledge of safety measures of pregnancy by the support of peer influence for prevent adolescent pregnancy from Sri Lanka.
Application of foresight planning in strategic business planning
(Global Learners Academy of Development, 2021) Rebecca, E.
Foresight planning discusses the processes which anticipate opportunities and threats which may arise in a foreseeable future from mid to long term time frames. Foresight planning also encourages innovation, strategic evaluation and shaping the future proactively. Thus, unlike in traditional planning which pursued in preventing failure, foresight planning prioritizes resilience which is early detection of threats and fast recovery. Strategic foresight or in other words foresight planning helps a company to make long-term plans especially when the future is unpredictable. That is the main difference between foresight planning and strategic planning. Strategic planning focuses mainly on a future direction based on the learnings in the past, whereas strategic foresight looks 10 to 20 years ahead in a VUCA (Volatility, Uncertainty, Chaos and Ambiguity) world and shaping the strategic direction of the company.
Application of Successful EU Funds Absorption Models to Sustainable Regional Development
(Faculty of Commerce and Management Studies, University of Kelaniya Sri Lanka, 2023) Šostar, Marko; Ristanovi´, Vladimir; de Alwis, Chamaru
The research paper comprehensively and consistently addresses all relevant theoretical areas related to the topic and includes an extensive empirical analysis of the absorption of EU funds and their impact on the sustainable development of Croatia, Slovenia, Hungary, and Poland. The analysis aims to investigate the efficiency of the absorption of funds from the EU, the impact of these funds on regional development of countries, and the reasons for such impacts. The “Regional Development Model Based on EU Funds” was tested with the aim of applying the model to the Republic of Croatia, countries in the region, and other European countries, to achieve a higher level of absorption of financial resources from the available EU funds. Data for the empirical analysis were collected using a highly structured survey questionnaire completed by a sample of 244 respondents involved in the preparation and implementation of EU-funded projects. The contribution of economic science in theoretical terms arises from the development of scientific knowledge and ideas about the importance of increasing the number of development projects that will increase the absorption of funds from the European Union, thereby increasing economic activities in Croatia and the region. The expected contribution of economic science in the applied sense is based on the formulation of the “Regional Development Model Based on EU Funds”, which is based on the application of knowledge, good practices, and stakeholder experiences, considering relevant indicators from available sources. The greatest contribution is demonstrated through testing the “Regional Development Model Based on EU Funds”, which is applicable to the Republic of Croatia, countries in the region, and other European countries over a longer period. Finally, research into the impact of EU funds on the regional development of recipient countries is considerably less represented and very modest, and is only in the “upswing” of systematic scientific research. The research aims to fill the gaps in research and to encourage the thinking of key stakeholders responsible for regional development, who should eventually realize the importance of defining a regional policy aimed at EU funds as a key to regional development and reducing regional disparities within countries.
Assessing the implementation of total quality management in education administration institutions in the central province Sri Lanka
(2016) Abeykoon, M.W.M.; de Alwis, A.C.
The purpose of this study was to assess the implementation of TQM aspects among education administration institutions in the central province, Sri Lanka. This study focused on identifying the level of Hard TQM implementation and Soft TQM implementation among selected education administration institutions. A five point Likert scale questionnaire was used as the key instrument of data collection. The data were obtained from a survey of 41 administrators in education administration institutions in central province. The findings suggest that the level of hard TQM implementation is at a high level and the level of soft TQM implementation is at a moderate level. Further the study reports that the level of hard TQM implementation is higher than the level of soft TQM implementation. Among the studied Hard TQM techniques Quality Circles is reported as the most adopted technique. Customer/Citizen Satisfaction and Top Management Commitment and Support are the top principles adopted among the studied Soft TQM practices. In addition to that report revealed that there is no significance difference in between districts in central province when implementing hard TQM and soft TQM.
Breaking the Silence: Exploring the Prevalence and Effects of SH in Sri Lanka’s Workplaces
(Vallis Aurea, 2023) Dewdunee, M.A.N.; De Alwis, A. C
Abstract:Purpose - Sexual Harassment (SH) in the workplace is a signiﬁ cant problem for Sri Lankan women, leading to various challenges. Despite ongoing efforts to address the issue, SH remains pervasive, negatively impacting on many women. A recent study aimed to explore how SH in the workplace affects the personal lives of female employees.Design/methodology/approach - This research follows a quantitative method that seeks to study the impact of SH in the workplace on women’s personal life. Convenience sampling was used to select 351 female employees from different workplaces, who then completed standardized instruments. Correlation and regression analysis were performed to examine the association between variables and the impact of SH on the participants. The study revealed that SH in the workplace has adverse effects on the personal lives of female employees. SH was associated with a range of psychological, physical, work-related, and interpersonal problems, including depression, anxiety, and fear, physical symptoms such as sleep disturbance, low energy, and chronic pain. Additionally, job satisfaction, productivity, motivation, and relationships with colleagues, supervisors, and clients were negatively impacted. Findings - The ﬁ ndings underscore the need for greater community awareness of SH and preventative measures in the workplace. Organizations must take action to avoid SH by developing comprehensive policies and procedures, providing training to employees and management on identifying and addressing SH, and establishing reporting channels that allow for timely and appropriate responses to reports of SH. Originality of the Research - the study highlights the signiﬁ cant impact of SH in the workplace on the personal lives of Sri Lankan women. To eliminate this pervasive issue from Sri Lankan workplaces, collective action is required. Organizations must take a proactive approach to address this issue to ensure the safety and well-being of all employees. The study provides valuable insights into the consequences of SH on employees and emphasizes the need for continued efforts to create a safe and inclusive work environment for women.
Closing the Financial Literacy Gap: Strategies for Empowering Sewing Machine Operators
(9th HRM Student Research Symposium, University of Kelaniya, Sri Lanka, 2022) Ayeshmantha, M. K. M.; De Alwis, A. C.
Financial security is a critical component of a happy life. In addition to offering the much-desired tranquility and freedom of mind, financial autonomy may also provide prospects for growth, advancement, and success. Given the current economic climate, it is essential for all individuals. Further, there is insufficient research on the impact of financial literacy on investment choices, particularly in the context of sewing machine workers in Sri Lanka. Given this context, the primary goal of this research was to determine if financial literacy has a significant impact on the individual investment decisions of sewing machine operators at Kx Apparel Solutions Limited. This study's methodology is quantitative research. All of Kx Company (875) sewing machine operators are included in the present research population. According to the Morgan table with a 95% confidence interval, 269 samples were employed using the basic random sampling approach. The questionnaire was created by combining information from previous research, including financial product knowledge, financial product assessment, investment knowledge, money management, and financial skills. In the current study, the relationship and effect of the variables were assessed using the chi-square test and linear regression under the curve estimate. The study's findings demonstrated a strong correlation between financial literacy and individual investing choices. Additionally, financial knowledge and money management abilities have a statistically significant influence on individual investing choices. The result revealed that financial literacy has a positive and significant influence on the investing decisions of sewing machine operators. Moreover, when focusing on the component of financial literacy, money management and financial ability have had a substantial influence on the degree of investment choices. The aforementioned money management and financial skills must thus be enhanced. The influence of financial knowledge on investing decisions is just 64.6%. As a result, there will be additional elements for the influence of financial literacy, allowing researchers to better their study in this regard. Based on the findings of this study, the researchers argue that increasing financial literacy knowledge base training and attaining financial literacy is a cost-generated product for a person with that business to create more human capital, therefore closing the gap. In this context, further financial counseling is recommended as a new work function.
Continuing professional development of academics in sri lankan national universities
(HRM PERSPECTIVES Insights on Human Resource Management Practices, Institute of Personnel Management Sri Lanka (Inc.). p.01., 2017) Wijewantha, P.
The teaching and learning processes in the Higher Education (HE) sector are changing rapidly with the chronological evolutions in the field. Consequently, the focus on CPD of academics is gaining attention of the human capital development projects in HE world over. However, so far only a limited amount of studies has been undertaken in the world, in this upcoming research area. Considering this void in literature, this paper reports the results of a survey conducted with the aim of ascertaining the sources used by academics for their CPD. Data was collected from academics in Management and Arts disciplines (n=102), selected based on convenience to access; and the responses indicated that CPD can be achieved through a wide array of sources. According to the findings, the most common source of CPD is the quality time spent with senior or parallel colleagues engaging in formal and informal intellectual discussions or debates. However, it was perceived by many that the main barrier for CPD is, the low time available to engage in the same due to ceremonial and administrative activities popularizing in universities these days, and organizational politics. This finding contradicts with literature coming from the West, where the main barrier for CPD, is the demand for greater focus on research. Thus, it could be stated that both the Higher Education Institutions (HEIs) and the academics need to pay attention on creating synergies on both formal and informal sources of CPD, rather than depending on only one source. Finally, the most important conclusion of the study is that, it is much needed to inculcate the insight, that CPD should be part and partial of the life of an academic rather than focussing on it, only during one stage of the career.
Determinants of Student Satisfaction in Online Tutorials: A Study of an Online Education Academy
(University of Ruhuna Sri Lanka, 2023) Nandasena, N.P.H.; Rebecca, E.
Distance learning is gaining popularity as a competitive alternative to traditional classroom instruction. Educational institutions that offer formal classroom education also incorporate distance learning courses due to the benefits it provides, such as low cost, wider access, and shared resources. To investigate student satisfaction in e-learning, this study focused on final-year students of ABC Online Academy in Colombo, Sri Lanka. Data were collected through self-administered questionnaires to assess students’ satisfaction. The study adopted a cross-sectional approach, utilizing a single source of data. A random sampling method was employed, resulting in 145 valid questionnaires from the students of the online education academy. Hypotheses were tested using the Pearson correlation coefficient and regression analysis. The study findings indicated that students' satisfaction is determined by course structure, the flexibility of online tutorials, the quality of online tutorials, and technology quality. The implications of these results for theory and practice were also discussed. Consequently, the study suggests that management should prioritize attention to course structure, the flexibility of online tutorials, the quality of online tutorials, and technology quality, as these factors are linked to increased student satisfaction. So, this research contributes to the existing literature on student satisfaction and e-learning context by examining the determinants of student satisfaction in online tutorials.
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.
Developing global leaders through transformational leadership
(International Conference on Human Resources Management,Rethinking HRM in Asia and the Globalising World, 2016) Wijewantha, P.; kailasapathy, P.
This paper attempts to see whether there is an impact of line managers’ transformational leadership on global leadership competencies of high potentials in MNC subsidiaries operating in Sri Lanka. The relationship is established extending the transformational leadership theory to the MNC context, based on previous literature that line managers contribute to follower leadership development. This is a quantitative survey study, based on primary data. The unit of analysis is dyads: the high potential subordinate and his or her respective supervisor. Data were collected using self-administered anonymous questionnaires after taking precautionary methods to reduce CMV. Questionnaires were developed using the ‘Profile of the Global Leader of the Future’ developed by Accenture containing 41 items and 39 items from Form 5–X of the MLQ, covering the four main dimensions of transformational leadership. Data were analyzed with SPSS and AMOS 16.0 software using hierarchical regression analysis. According to the results, the hypothesis is supported indicating there is an impact of line managers’ transformational leadership on global leadership competencies of high potentials. As the number of studies reported on high potentials in the Sri Lankan context with respect to both MNCs and local companies is very limited, the present study fills that void in literature to a great extent.
Developing Global Leadership Bench Strength through Transformational Leaders
(Asian Journal of Empirical Research. Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Wijewantha, P.
Developing the global leadership bench strength by advancing the global leadership competencies of high potential employees is a critical concern for Multinational Corporations (MNCs), to achieve sustainable competitive advantage. Accordingly, the main purpose of this paper is to emphasize the role of line managers transformational leadership in developing the global leadership competencies of their respective subordinates, with the theoretical support of the transformational leadership theory. For the above purpose, data were collected from line manager-high potential dyads, using a structured questionnaire developed using well accepted, standard measures. Upon completion of preliminary analyses, the hypothesis was tested. From the regression analyses, it was found that there is a major impact of line manager's transformational leadership in the development of global leadership competencies of high potential subordinates. This finding is consistent with the transformational leadership theory and other empirical studies in the area and suggests the development of line manager's transformational leadership competencies for the purpose of developing the global leadership bench strength in MNCs.
Disruptive human resource management technologies: a systematic literature review
(European Journal of Management and Business Economics, 2022) Priyashantha, K.G.; Alwis, A. Chamaru De; Welmilla, Indumathi
Purpose – The disruptive human resource management (HRM) technologies are now considered a significant facilitator to change and benefit the entire HRM landscape. This view needs to be further verified by reviewing the knowledge on the subject in the empirical research landscape. Thus, the study’s objectives were to find (1) the current knowledge and (2) the areas where empirical research is lacking in disruptive HRM technologies. Design/methodology/approach – The article is a literature review that was followed by the systematic literature review and the preferred reporting items for systematic reviews and meta-analyses (PRISMA). The review considered 45 articles published during the 2008–2021 period extracted from the Scopus database, and bibliometric analysis was performed to achieve the research objectives. Findings – The results found that scholarly attention has been given to electronic HRM (E-HRM) rather than the disruptive HRM technologies. The areas investigated include the determinants of intention, adoptions and use of E-HRM and the outcomes of E-HRM adoptions and use. These outcomes can be further divided into general outcomes and HRM outcomes. Research limitations/implications – The findings reveal gaps in E-HRM research and disruptive HRM technologies remain untapped in the empirical research landscape. Hence, the study findings provide some implications for future research and applications. Originality/value – The study found empirically proven determinants of E-HRM intention, adoptions and use and E-HRMadoptions and use outcomes.Thesewere found in the studies conducted during the 2008–2021 period.
Doctors Look After Our Well-being, But How to Look After Theirs? Testing a Model of Work-Family Conflict, Perceived Social Support, and Employee Well-being
(University of Kelaniya, Sri Lanka. p.01., 2018) Wijewantha, P.; Wijewardena, N.
This paper examines Work-Family Conflict (WFC) and Employee Well-Being (EWB) of married female medical doctors and how this relationship is impacted by their Perceived Social Support (PSS). More specifically, this aims to examine 1) the impact of WFC on wellbeing and 2) the direct, indirect, and buffer effects of PSS on the relationship between WFC and well-being of married female doctors. With the increase in women’s workforce participation (Casper et al., 2011) and women entering previously male dominant professions, WFC issues amongst employed women have increased. Thus, Cinamon (2009) calls for research on WFC female professionals. To date, limited attention has been given to WFC of female doctors (e.g., Brown, 1992), though they engage in highly demanding work and experience reduced EWB (Walsh, 2012). This can especially be witnessed in Asian cultures, where females must combine occupational demands, marriage, motherhood, and extended family (Brown, 1992) which cause them to experience additional burdens and greater well-being issues than male counterparts (Goh, Ilies, & Wilson, 2015). Thus they need resources that reduce their WFC, and increase well-being. As such, this study examines ‘social support’ as one such resource that can positively impact the well-being of married female doctors. Using the Conservation of Resource (COR) Theory (Hobfoll, 1989) and other literature (Drummond et al., 2016; Greenhaus & Parasuraman, 1987; Lapierre, & Allen, 2006), the following hypotheses were developed to be tested.  H1: WFC has a direct negative impact on EWB  H1a : Work Interference with Family (WIF) conflict negatively impacts EWB  H1b : Family Interference with Work (FIW) conflict negatively imapcts EWB Next, based on the Social Support Theory (SST), the following hypotheses were developed.  H2: PSS has a direct positive impact on EWB (Direct effect)  H3: PSS indirectly impacts EWB through WFC (Indirect effect)  H3a: WIF conflict mediates the relationship between PSS and EWB  H3b: FIW conflict mediates the relationship between PSS and EWB  H4: PSS moderates the relationship between WFC and EWB (Buffering effect)  H4a: PSS moderates the relationship between WIF conflict and EWB  H4b: PSS moderates the relationship between FIW conflict and EWB A self-administered questionnaire was used for collecting data from a sample of 537 married female medical doctors employed in government hospitals in Sri Lanka (SL). EWB was measured with the 18-item scale by Zheng, Zhu, Zhao, and Zhang, 2015. WFC was measured using the 18-item multi-dimensional scale by Carlson, Kacmar, and Williams (2000) while PSS was measured using the multi-dimensional measure by Zimet, Dahlem, Zimet, and Farley (1988). Data were analyzed using the SPSS 23.0 software. Hypotheses 1 (H1a and H1b) and 2 were supported explaining direct effects. Partial mediation was supported in hypothesis 3 (H3a and H3b) as confirmed by the Sobel test calculation. However, the proposed buffer effect of PSS on the relationship between WFC and EWB as posited in H4 (H4a and H4b) was not supported. These results are consistent with the COR Theory and prior literature and the direct effects of SST, and the empirical literature supporting the indirect effects of social support. The results are inconsistent with the buffering hypothesis of the SST, indicating that in a collectivist culture like Sri Lanka, people have strong family ties, extended family support, and deep community bonds on which they are highly dependent on a daily basis, rather than seeking support in times of stress. The main contributions of this study are, i) it examines the relationship between WFC and well-being of female professionals, i.e., medical doctors, ii) assesses WFC, and its cross–domain linkages as a mediator between PSS and EWB outcomes, and iii) tests PSS in a different cultural context to see its effects. The main implications of this study are: 1) it provides insights on being proactive about well-being of married female doctors by taking steps such as introducing family-friendly employment practices and WLB programmes to the health sector of SL; 2) introducing transformations to the health sector by designing suitable interventions to help married female doctors (e.g., National Sick Doctors scheme, Telephone helpline, free counselling services, and psychotherapy for doctors) and 3) provide training and awareness programs for doctors to improve their social support systems and their own well-being.
Does Malaysia Practice National Human Resource Development?
(2016) Devadas, U.M.
National Human Resource Development (NHRD) has been a critical national policy agenda in the development of recently developed countries. Malaysia as a progressing country seems to have adopted key national level human resource development (HRD) strategies in its development policies. Studying whether Malaysia has NHRD, understanding the nature of its NHRD, and defining Malaysia’s NHRD can provide new insights to the current knowledge base. This paper, thus investigated into understanding how Malaysia has adopted NHRD in its national policy planning context and then identified the meaning of Malaysia’s NHRD. A qualitative research design, using grounded theory method was employed in this investigation. It was found that Malaysia’s NHRD evolved gradually to Human Capital Development (HCD), currently in use, from population management mainly to cater to economic purposes and to resolve its prolonged key challenge of sustaining national unity.
E-Learning in Information Management Education in Sri Lanka: Discussion of a research model
(2011) Suraweera, S.A.D.H.N.; Liew, C.L.; Cranefield, J.
This is a part of a PhD research. This research project aims to explore and understand the contextual factors that have significant impact on the use of e-learning in tertiary level Information Management (IM) education in Sri Lanka. The Quality Assurance and Accreditation Council of Sri Lanka recommended that one of the IM education providers should ?take necessary step to commence e-learning? with the goal of increasing equality of access to IM education. However, it is unclear what the necessary step might be, and what factors have significant impact on the use of e-learning. This will be an interpretive case research study using qualitative data collection techniques. A preliminary model of factors has been developed based on literature review and relevant theories and will be used to guide the proposed research. That model will be modified based on data from fieldwork to assist IM educators in Sri Lanka to guide the use of e-learning in tertiary level IM education in Sri Lanka.
Effect of Social Support on Job Satisfaction in a Reputed Telecommunication Company
(Chartered Institute of Personnel Management Sri Lanka, 2023) Nanayakkara, Ann; Rebecca, E.
Social support has been recognized as an essential tool that can support workers in keeping their efforts goal-directed and improving their quality of life. Research on social support and job satisfaction has yielded mixed results. This research aims to determine how social support affects job satisfaction at a Sri Lankan telecommunications company. This study also addresses knowledge and empirical gaps by examining the relationship between Social Support and Job Satisfaction. Even though the link between social support and job satisfaction has been proven in western literature by mental health organizations, there is relatively little research that has examined this relationship in the Sri Lankan context, particularly in the telecommunications sector. The current study investigated how those factors related to one another and how they affected workers. This deductive method was applied using an online survey research method and a quantitative research methodology. The population of the study was all levels of employees at a reputed Telecommunication Company, and the sample size was 175 observations, with primary data employed as a data source. SPSS - version 23.0 was used to analyze the data, and correlation and regression were employed. According to the study's findings, since social support is an essential buffering mechanism that helps enhance job satisfaction, employers and employees must be proactive in building a robust social network to help them achieve job satisfaction.
Effects of Glass Ceiling on Women Career Development in Private Sector Organizations – Case of Sri Lanka
(2013) de Alwis, A.C.; Bombuwela, P.M.
The study was entirely designed by centering the focal problem of the effect of Glass Ceiling on Women Career Development. The overall study was structure based on the conceptual framework built up using the information of literature survey. The study was conducted with the aim of obtaining the following objective. That is “To find out the Effect of Glass Ceiling on Women Career Development with regard to female executive level employees who are working in private sector organizations.” At the same time, hypotheses are developed to find out whether there is a significant effect of Individual Factors, Family Factors, Organizational Factors and Cultural Factors on Women Career development. Merely this study has been completed with an empirical survey which was thoroughly conducted using a self-administered questionnaire and the sample consisted of 150 women executives. For presenting and analyzing the data both descriptive and inferential statistics were used. The findings reveal that the Glass Ceiling and Women Career Development have a moderate negative relationship, and also show that Individual Factors, Organizational Factors and Cultural Factors have a significant effect on Women Career Development whereas Family Factor has effects on the Glass Ceiling. Following the study results, a conclusion was eventually made that there are significant effects of the Glass Ceiling on Women Career Development of Executive level female employees working in private sector organizations in Sri Lanka. By taking all these facts into consideration, better recommendations have been made in this study. Finally, the most valuable suggestions for further studies and limitations of the study have been outlined.
The electronic human resource management in the role of impact of human resource managers
(2010) de Alwis, A.C.
This study examined the impact of the adoption of electronic Human Resource Management (e-HRM) on the Human Resource Management function and how much it has affected to change the role of Human Resource Managers. In addition to that, it was intended to study the level and types of technologies that are used in HR in Sri Lanka and the drivers of adoption of technology in the Sri Lankan context. The study was initially supported through relevant literature in relation to e-HRM. This research was conducted on a sample of 30 large companies randomly selected across various industries and the primary technique of data collection was through a descriptive questionnaire distributed through e-mail or personal visits to companies. Out of the sample, 70 % of the companies have a moderate knowledge and usage of e-HR and a 30 % have a very high knowledge .The role played by HR professionals also changed from “Administrative Expert” to “Strategic Agent”. There were several reasons for driving organizations towards the adoption of e-HRM in Sri Lanka and the most common of which was the desire to be the leading edge. The critical success factors behind the successful implementation were employee attitudes, organizational culture, characteristics and the way of collaborating those with HR and IT. This adoption should not be done in an ad hoc way and it should be planned and implemented in a proper manner. Organization should identify the suitability of the selected software through proper evaluation, because it critically affects the post-performance of the whole system.