Commerce and Management

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    Role of Big Data in Human Resource Management: A Review and Bibliometric Analysis
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2022) Mathushan, P.; Gamage, A. S.; Thero, V. W.
    During the last decades, big data has been recognized as a salient enabler of human resource management performance. Although increasing academic attention on big data in human resource management has been generated, there is still a void in this research domain. Due to the increasing academic interest in big data in HRM, a thorough bibliometric analysis of the structure and development of this research topic is required. Correspondingly, classic narrative literature evaluations provide substantial contributions, notwithstanding inadequate to give an exhaustive overview of a particular research area. Consequently, scientific mapping, which garners bibliometric techniques to structure and develop a specific area graphically, is gaining salience. Thereby, the overriding aim of this research is to examine Scopus publications related to big data and human resource management. Bibliometric analysis was performed to explore the growing trends, global distribution, thematic evolution, influential articles, researchers, keywords, and dominating countries in big data and HRM. The cluster analysis results highlight the most important topics for current and future academics in the fields of HRM and AI. Emerged clusters include Cluster1: adoption of HR analytics; Cluster2: decision support systems; Cluster 3: dynamic capabilities; Cluster4: digital innovation; Cluster5: organizational ambidexterity; Cluster6: internet of things; Cluster 7: cloud computing. The result is intended to show academics and practitioners a state-of-the-art and comprehensive view of the diverse and multidimensional phenomena of big data and HRM research.
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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.
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    Role of Artificial Intelligence in Human Resources Management
    (Faculty of Commerce and Management Studies University of Kelaniya., 2024-11-11) Illangarathne, S.M.R.K.
    In the contemporary business world remote working is something commonly observant nowadays. Remote working however has now limited the face-to-face interactions and greatly increased the adherence to online working as a comfortable way to work with. Consequently, technologies such as Artificial Intelligence has witnessed a boom in application in most of the management functions. Thus, efficient and fast work is something simple with Artificial Intelligence now. Considering about Human Resource Management solely, AI has radically transformed processes such as recruitment & selection, performance Management, Employee Engagement and T&D. The main intention of this study is to look at the role of AI in Human Resource Management and the opportunities and challenges that has been opened up with it. These results suggest that AI in the organizations plays a crucial role in supporting the HR department to automate recruitment, hiring, performance appraisal, T&D, employee engagement, retention, and reduce workload effectively to increase the efficiency of the workplace.
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    Employee Personal Financial Literacy as Strategic Human Resource Management Initiative: With Special Reference to ABC Bank PLC
    (Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Fernando, S.D.
    The innovation of mechanics has opened the door to industrial revolution in the 18th century. Labor factor has become a most essential part of the conventional process as a result of new trading system as well as the mass production. With the above environmental changes many new academic disciplines came to the scenario including the personnel management. From the beginning to the modern day practices the rational objective of HRM is to increase the labor productivity with the minimum cost. However, through the evolution of HRM today employees are enjoying high level of work life conditions. Today some schools are talking about employee welfare oriented HRM initiatives. This paper contributes to the development of employee welfare oriented HRM imitative through reviewing the concept of employee’s personal financial literacy. The basic assumption behind the concept of employee financial literacy would be the employees are depending on the total financial reward which is provided by the employer and the basic argument would be that the employer should have a policy to empower their employees’ personal financial literacy as a strategic HR initiative. Reviewing literature was the primary method of concept development. The primary objective of this paper is to review the employee’s personal financial literacy oriented SHRM policy in ABC bank plc. Full time bank employees are considered as a population of the study and simple random sampling technique used to collect primary data. Both qualitative and quantitative techniques are applied to obtain the results. The study is very much significant to HR professionals as well as business policy makers.
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    The Nexus between Employer Branding and Executive Level Employees’ Job Satisfaction: A Case of AIA Insurance Lanka PLC
    (Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Mendis, M.V.S.; Wanigasekara, W.M.S.K.
    Employer branding has emerged as a result of the application of marketing principles to human resource management. Employer branding represents a firm’s efforts to promote, both within and outside the firm, a clear view of what makes it different and desirable as an employer. Employer branding may be a new terminology for many companies in Sri Lanka, but it is becoming more important to today’s businesses. Therefore this study was carried out to investigate the relationship between employer branding and executive level employees’ job satisfaction in AIA Insurance Lanka PLC. The study was based on a survey conducted on a sample of seventy (70) executive level employees working at AIA Insurance Lanka PLC. Employer branding is measured by using five dimensions such as economic value, development value, social value, diversity value and reputation value. Data were gathered through questionnaire method and data analysis was performed by using Statistical Package for Social Sciences. The results of the research indicate a positive relationship between employer branding and executive level employees’ job satisfaction in AIA Insurance Lanka PLC. Findings of this study could be used for bases of further empirical research. It is recommended to perform similar study in different organization or different industry in Sri Lanka.
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    The impact of human resource outsourcing for an organization
    (Department of Accountancy, University of Kelaniya, 2015) Naaleem, R.
    Human Resource (HR) outsourcing is seen as an opportunity for the HR function by some and as a threat by others. HR outsourcing is an instrument creating time for HR to become strategic partner. Though HR outsourcing as a cost cutting instrument, progressively reducing HR staff. Outsourcing activities or services to external organizations is not a new phenomenon. Outsourcing grew rapidly in the 1980s and 1990s Kakabadse (2002). Human Resource Management is one of the functional fields affected most by outsourcing. According to Jeroen (2008), nearly half of all organizations are reporting an increasing in the use of service providers over the last three years. Other empirical studies found that, HR outsourcing is not restricted to mere transactional HR activities (e.g.payroll administration, benefit management and employee personaldetails management) Greer (1999). More transactional and strategic HR activities also being outsourced (e.g. training courses, recruitment and selection of core professional, manpower planning) Klaas (2003). The purpose this research is to observe whether HR outsourcing is an indicator of a strategic HR emphasis, a cost-cutting HR emphasis or both. The sample for this research will obtained from the Sri Lankan private companies. The objective of this research is to findout contemporaray trends in Human Resource Management (HRM) and the organization of work.