11th HRM Student Research Symposium 2024

Permanent URI for this communityhttp://repository.kln.ac.lk/handle/123456789/29187

Browse

Has files: YesSubject: search.filters.subject.Training

Search Results

Now showing 1 - 3 of 3
  • Thumbnail Image
    Item
    THE IMPACT OF TRAINING ON EXECUTIVE EMPLOYEE PERFORMANCE AT XYZ TECHNOLOGIES PRIVATE LIMITED
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Sudasinghe, S. P. S.; Wanigasekara, W.M.S.K.
    This study investigates the impact of training on executive employee performance at XYZ Technologies Private Limited, a renowned organization in the Information Technology industry of Sri Lanka. This study addresses the significant knowledge gap in how training impacts the executive employee performance at XYZ Technologies Private Limited. A quantitative research approach was employed, utilizing a structured questionnaire to collect data from 300 executive employees selected based on stratified systematic sampling. On-the-Job Training and Off the Job Training was identified as the dimensions of the independent variable and the results revealed a weak positive correlation between on-the-job training and performance whilst a negative relationship between off the job training and performance. The findings underscore how important it is to maintain a balanced approach with both on the job and off the job training and also to consider the impact of other factors such as leadership and culture on the employee performance. Moreover, this study recommends further research to explore with a sample with more demographic differences and explore the other factors that can affect executive employee performance.
  • Thumbnail Image
    Item
    IMPACT OF SUPERVISOR ASSISTANCE, WORK LIFE BALANCE AND TRAINING ON EMPLOYEES' TURNOVER INTENTION: EVIDENCE FROM NON-EXECUTIVE EMPLOYEES OF ABC AUTOMOBILE COMPANY IN SRI LANKA
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Dilruk, M.W.A.; Welmilla, I.
    The purpose of this research study is to determine the impact of supervisor assistance, work life balance, and training on employee turnover intention. Additionally, this study aims to fill the gap in literature by investigating the impact of supervisor assistance, work life balance, training on employee turnover intention. While there is a wealth of established global literature on the selected variables, there is limited research specifically focused on the automobile industry. This study explores of the impact of supervisor assistance, work life balance, and training on employee turnover intention of non-executive employees at ABC automobile company in Sri Lanka.This is a deductive, quantitative and cross-sectional research study. The data were collected using a self-administered standard questionnaire in an online format. Simple random sampling technique was employed, and simple regression analysis was used to test hypotheses. The analyzed results reveal that supervisor assistance, work life balance, and training have a positive impact on turnover intention of non-executive employees at ABC automobile company in Sri Lanka.In the case of non-executive employees at ABC Company, this research offers critical insights to policymakers and HR practitioners in Sri Lanka's automotive industry. In addition, It emphasizes the need for an integrated supervisor support strategy, career development-focused work-life balance activities, and targeted training programs to enhance staff retention. However, there are some limitations in the exclusion of other possible influential factors like peer behaviors and leadership, limitation to a single firm, and quantitative measures that cannot capture the perceptions of the employees. Future studies can include extension to more firms and inclusion of more variables including mediating and moderating variables.
  • Thumbnail Image
    Item
    STUDY OF THE IMPACT OF ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCE MANAGEMENT PRACTICES ON ORGANIZATIONAL PERFORMANCE: EVIDENCE FROM WORKING EMPLOYEES IN SRI LANKAN MANUFACTURING FIRMS
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Rahunath, N.; De Alwis, A.C.
    This study examines the impact of artificial intelligence (AI) on human resource management (HRM) practices and its influence on organizational performance in Sri Lankan manufacturing firms. The study highlights how technological advancements, particularly AI and robotics, are redefining HRM frameworks and reshaping workplace dynamics.A cross-sectional quantitative research design was employed, with data collected from working employees in Sri Lankan manufacturing firms through a structured questionnaire. A random sampling technique was used to ensure representative participation. The collected data were analyzed using statistical methods, including correlation and regression analyses, to evaluate the relationships among AI adoption in HRM, employee performance, and organizational performance.Findings indicate a significant positive impact of AI-driven HRM practices on both employee and organizational performance. AI applications in HRM—such as automated recruitment, workforce analytics, personalized training, and performance monitoring—enhance operational efficiency, employee engagement, and managerial decision-making. The study also confirms that AI contributes to employee satisfaction by streamlining HR processes and improving workplace experiences.The research concludes that AI is a strategic enabler of HRM transformation, offering competitive advantages to manufacturing firms. Organizations must adopt and develop AI-driven HRM strategies to maximize workforce efficiency, optimize talent management, and sustain long-term performance improvements.From a practical perspective, the findings offer insights for business leaders, HR professionals, and policymakers on integrating AI into HRM frameworks to enhance organizational success. However, the study is limited to manufacturing firms in Sri Lanka, restricting its generalizability to other industries and global contexts. Future research could extend the study to diverse sectors and employ longitudinal methodologies to assess the long-term impact of AI-driven HRM on organizational performance.