Commerce and Management
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Item Talent Management for Enhancing the Efficiency of Human Resources in the Public Sector of Sri Lanka: A Comparative Study(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2023) Jayasena, S. D. N. S.; Rajasekera, J.; Wenkai, L.The Sri Lankan Public Sector has often been criticized for being overstaffed, inefficient and a burden to the economy. This has partly been attributed to the deficiencies in employee talents management. This study attempts to find the direction for augmenting human resource in public sector in Sri Lanka through Talent Management (TM), by benchmarking against standards from Japan, Singapore, and Norway. This study adopts a qualitative research approach. One-on-one interviews were conducted with the Executive Officers of Public Service of Sri Lanka. Also, data on TM practices in Public Sector in Japan were gathered through a questionnaire. There was also an extensive review of relevant literature on the study concept from the Public Service of Japan, Singapore and Norway, which rank top in Government Efficiency Indicator. Using the Case study approach, the data obtained was analysed by comparative analysis to compare TM policies and activities of these countries. The study revealed several drawbacks concerning TM in Public Service of Sri Lanka. Analysing various TM models of countries having high standards, the benchmark study proposes an effective Talent Management Model for the Public Sector in Sri Lanka, including Talent Gap analysis, Talent Acquisition and Augmenting, development, assessment, measurement, retention, and transition.Item The Impact of HRM Practices on Organizational Performance: Evidence from a Public University in Sri Lanka.(8th International Conference on Business & Information ICBI – 2017, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2017) Lasanthika, W. J. A. J. M.The purpose of this paper is to study the impact of human resource management (HRM) practices on organizational performance. A total of 200 employees from a public university comprising of both academicians and non-academicians responded to the survey. The survey questionnaire had 33 items covering selected demographic factors, HRM practices and university performance. The study has found that HRM practices: recruitment and selection, training, performance appraisal, compensation and employee participation have a significant relationship with university performance. Training and performance appraisal gave the highest contribution towards university performance. If the university aims to upgrade university performance, it should emphasize more on these HRM practices. Most studies have focused impact on HRM practices in the manufacturing sector, and this study targeted service sector, especially higher education sector. It also has attempted to add knowledge on the impact of HRM practices on university performance in Sri Lanka combining both the academicians and non-academic staff.Item Impact of Facilitating Conditions on System Acceptance Behavior: with Special Reference to Public Sector Projects in Sri Lanka(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Ranathunga, R.A.G.K.; de Silva. G.H.B.A.In spite of conducting proper systematic investigations, most of Sri Lankan public sector organizations migrate to computer based information systems from manual/semi-manual information systems. However, majority of the new vicissitudes in the new system would not be accepted by those who suggested the change after implementation. Furthermore, according to the theory of planned behaviour (TPB) (1991), the actual behaviour is determined by behavioral intention but then again, the acceptance behaviour of public sector employees cannot be explained completely. According to the TPB behavioral intention reinforced by perceived behavioral controls is having a positive impact on actual behaviour. However, TPB is not explaining completely why the positive intention to change the systems in the proposal stage is negatively affecting the implementation stage. Therefore, researcher wants to explain how facilitating conditions are moderating the relationship between intention to change and rejection behaviour. The qualitative deductive approach will be used in the study. The unit of analysis would be individuals. Moreover, the population of the study is recently system changed, public sector organization employees. Sample was drawn from the population based on snowballing sampling technique. The operationalization of the quantitative survey will be done based on existing literature while SEM will be used in data modeling. This study will provide insights for both executives and scholars in Sri Lanka. Executives require research based knowledge to overcome this dilemma while the scholars need the insights to explain the moderating behaviour of facilitating conditions.Item Performance Appraisal System and Employee Productivity: A study based on selected State Banks in Gampaha District(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Myral, P.D.A.K.N.; Senarath, S.A.C.L.Performance appraisal is one of the most important human resource practices in organizations which help to assess the employees and enhance their performance. However, there are various problems pertaining to performance appraisal systems in organizations especially with regards to the public sector. Though there are research conducted on performance evaluation and employed productivity there is a lacuna of research with regards to public banking sector. This research intends to fill this gap by identify the relationship between performance appraisal system and the productivity of the employees of two state banks. Further study aims to identify the drawbacks of the existing appraisal systems of state banks and how to improve it to enhance the productivity of the employees. Primary data was collected from 95 respondents from both banks using two types of structured questionnaires. One questionnaire will be distributed among the employees to know their views of the current performance appraisal system of their bank and the other for the managers in order to know their views on internal service quality of their employees based on the performance appraisal carried out in the previous year i.e. 2015. The simple random sampling method was used to select the respondents and data will be analyzed through SPSS version 24 by using multiple regression analyzing tool. It is hoped that this study will primarily be important for state banks and they will be in a position to identify the strengths and weaknesses of the current performance appraisal system and to improve the systems while considering it as a tool to improve the productivity of the employees. Also this study may be of assistance to all other public sector organizations in Sri Lanka in general for the purpose of improving their performance appraisal systems.