11th HRM Student Research Symposium 2024

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    THE IMPACT OF TRAINING AND DEVELOPMENT PRACTICES ON EMPLOYEE TURNOVER INTENTION: A STUDY OF ALL EMPLOYEES IN FAST-FOOD INDUSTRY
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Samarasingha L.M.; Wanigasekara, W.M.S.K.
    The study looks into how to impact of training and development practices on employees' intention, focusing on all the employees of ABC Private Limited in the fast-food industry of Sri Lanka. In this connection, employee work engagement serves as a mediating variable to explain how the independent variable—training and development practices—relates to the dependent variable, turnover intention. This study utilized the cross-sectional survey design for research; data was gathered using a structured questionnaire administered to 185 randomly sampled employees. Quantitative analyses were done with SPSS: descriptive statistics, correlations, and regressions have been carried out. The results pointed to a negative relationship between training and development practices and employee turnover intentions, which has been fully mediated by increased employee work engagement. Training programs positively affected the level of engagement, which subsequently minimized the turnover intentions. This study implies the strategic importance of investing in employee training and development, which may negatively influence commitment and reduce turnover. The study offers practical implications for human resource managers interested in retaining talent in very competitive industries like fast food. The recommendations include continuous learning opportunities and fostering a supportive work culture.
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    APPLICATION OF THE LATEST TECHNOLOGIES IN HUMAN RESOURCE MANAGEMENT IN THE INFORMATION TECHNOLOGY INDUSTRY
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Zuhri, F. R. S.; Devadas, U. M.
    As the current corporate world is gradually gravitating towards utilizing technology to expand its potential, past literature has identified the use of different technologies for the HRM functions in global, regional and Sri Lankan context in other industries yet the gap of identifying the successful use of technology for the HRM practices of the IT industry within the Sri Lankan context is an area uncovered. Hence, the prime focus of the study underlines in identifying the gap of, what are the modern technologies applied in HRM practices and how effectively is the IT industry in Sri Lanka embracing and utilizing it, and what are the challenges and opportunities in this process. The research undertook a qualitative, interpretive phenomenological strategy, conducting ten in-depth interviews with HR professionals from leading IT companies across various seniority levels and HR functions to gather and analyze data. The study identified the latest technologies integrated in Human Resource Management practices in the IT industry of Sri Lanka and the factors affecting their feasibility. It also analyzed the impact of these technologies on HR functions, the major challenges faced, and the macro-environmental factors favorably influencing their adoption. The findings highlighted that IT organizations of Sri Lanka are focused on using the latest technologies to enhance human capital management, evidencing that technological integration in HRM is both feasible and beneficial despite the current challenges faced. The study recommends a strategic assessment to identify optimal technological applications for integration, emphasizing data security and privacy. It highlights the need for transparent and accountable processes and maintaining a human touch in HR management. The findings reveal that technological integration in HRM is feasible and beneficial despite challenges, recommending strategic planning and continuous adaptation. This dissertation is significant both academically and practically, highlighting the expansion of technology in HR processes within the IT sector and providing recommendations for updated policy implementation in human capital management.