Commerce and Management
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Item IMPACT OF PERCEIVED HUMAN RESOURCES MANAGEMENT PRACTICES ON EMPLOYEE PERFORMANCE OF LOWER-LEVEL EMPLOYEES IN ABC RUBBER PRODUCTS MANUFACTURING COMPANY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Perera, K.A.N.D.; Gunasekara, V.M.The purpose of this study was to examine the impact of perceived human resource management practices on employee performance of lower-level employees in ABC rubber products and manufacturing company. Specifically, it looked at how performance appraisal, compensation and reward management, employee relation and training & development affect employee performance. Lower-level employees were included in the sample. Sample size was 134 employees in ABC rubber products and manufacturing Company. The current study is a quantitative study. Correlation analysis and regression analysis were conducted to test how well the impact of the perceived human resource management practices could predict employee performance. The results demonstrate that key factors influencing employees to perform their jobs include certain HRM methods, including performance appraisal, compensation and reward management, employee relations, and training and development. It was discovered that the main elements influencing employees' intentions to perform on the job were compensation & reward management, as well as their interactions with coworkers. As a result, it is advised that the businesses keep up and enhance their current employee relations and training initiatives. Further, it is recommended to revise the outdated HRM procedure with in the company as well.Item INVESTIGATING THE MODERATING ROLE OF HR PRACTICES IN THE RELATIONSHIP BETWEEN EMPLOYEE CREATIVITY AND READINESS DURING THE PRE-OPENING PHASE IN SRI LANKA’S HOSPITALITY INDUSTRY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Maheshika M.G.H.; De Silva G.H.B.A.This study examines the moderating effect of human resource (HR) practices on the relationship between employee creativity and readiness during the pre-opening phase of Sri Lanka’s hospitality sector. The research addresses a critical gap by analyzing how HR practices - specifically training, communication, feedback, and role clarity - enhance employee creativity and facilitate readiness in the high-pressure pre-opening context. A quantitative research design was employed, utilizing a structured questionnaire distributed among employees with prior pre-opening experience at leading hotels, including Cinnamon Life Integrated Resort, Shangri-La, and ITC Ratnadipa. A total of 346 valid responses were subjected to descriptive statistics, correlation analysis, and moderation analysis using SPSS. The findings reveal a significant positive correlation between employee creativity and readiness, further strengthened by HR practices. Training and communication emerged as the primary enablers of creativity, whereas feedback and role clarity were the strongest determinants of employee readiness. These insights underscore the strategic importance of HR interventions in fostering a workforce capable of navigating the complexities of hotel pre-openings. The study contributes to the broader literature on HR management in hospitality and offers empirical evidence to inform HR strategies aimed at enhancing employee adaptability and performance. Future research should explore industry-specific best practices and the longitudinal effects of HR policies on workforce preparedness.Item The Impact of Training and Development on Employee Performance at Semi-Government Sector Organizations in Sri Lanka(5th HRM Student Research Symposium 2018, Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2018) Siriwardhana, A. D. G.; Padmasiri, M. K. D.This study attempts to identify the impact of training and development on employee performance of executive level employees at two semi-government organizations in Sri Lanka. Further, it examines the relationship between training and development and employee performance, the level of performance and measure the differences of employee performance based on age and gender differences. This study was a quantitative and cross sectional survey where data was collected through a structured questionnaire. Convenience sampling technique was applied to select the sample and the sample consisted of 99 executive level employees. The data were analyzed using the computer based statistical data analysis package, SPSS (Statistical Package for Social Science) and Correlation and Regression analysis were used as analytical tools. Finding revealed that there is positive impact of training and development on employee performance of executive level employees. Accordingly, the researcher suggests to establish proper training and development programs to ensure higher level performance from employeesItem The Relationship between Training and Development and Employee Performance of Executive Level Employees in Apparel Organizations.(8th International Conference on Business & Information ICBI – 2017, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2017) Sandamali, J. G. P.; Padmasiri, M. K. D.; Mahalekamge, W. G. S.; Mendis, M. V. S.Even though organizations are promoting different training programmes for executive-level employees; there is no mechanism to ensure how it impacts to employees’ performance. Hence, this study attempts to identify the relationship between training and development and employee performance of executive level employees of Apparel organizations in Si Lanka. The study was quantitative and a cross-sectional survey where data was collected through a structured questionnaire. Simple random sampling technique was applied to select the sample, and the sample consisted of 150 executive level employees. The data were analyzed using correlation and regression analytical tools. Findings revealed that training and development is positively related to employee performance of executive level employees. Based on the findings, the researchers were recommended that the organization should build a correct and logically substantial mechanism to select the employees who are definitely participating to the training program and the organization management should establish a widely spread post-evaluation scheme to evaluate the performance of employees.Item Factors Leading to Intention to Participation in Training Programs: With Special Reference to Software Engineers of Virtusa (Pvt) Ltd(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Wijayasena, B.A.P.M.; Padmasiri, M.K.D.Today’s organizations believe human resource is the most valuable asset that they could have in their organizations. To have a valuable & competent workforce, employers are conducting training programs time to time. Especially IT companies are having series of training programs in order to update its’ workforce with the new trends in the technological environment. Even though companies are spending thumping amount of money in Training, Only few are benefited by the training programs. Most of employees do not like to participate on training programs. The study is about finding the reasons behind this scenario, as to why employees are not intended to participate in trainings, with special references to software engineers at Virtusa (Pvt) Ltd. By conducting a deep literature review, researcher found different factors affect to training intention of employees. Hence by conducting a deductive research, accompanied by a survey, researcher found the most influential factors affecting to training intention of software engineers. To conduct the survey researcher got a sample of 80 participants. The most influential factors out of different related factors are learning intention of employees and motivation of employees, including intrinsic and extrinsic motivation of employees. These two factors are personal factors of employees. Although the results shows, organizational factors which highly influence in training intention of employees. Those are time availability to participate on training programs with highest work load and the less linkage between rewards and training. Those four factors were sorted by SPSS statistical software, using factor analysis. The results specifies that, with the increasing of age of employees, the learning intention of goes down. To increase the motivation and learning intention employees can have a transparent communication of objectives of training program with the participants in advance, also the benefits associated with training program has to stress to the audience in advance. Finally both the company and the employee is achieving their expected goals by having a motivated staff.