Symposia & Conferences
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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.Item HUMAN RESOURCE MANAGEMENT PRACTICES AND SERVICE QUALITY - REFERENCE TO PRIVATE HOSPITALS IN SRI LANKA(Department of Marketing Management, University of Kelaniya,Sri Lanka, 2017) Victor, L.D.; Kennedy, F.B.The human resource management practices, which play a central role in the exchange relationships between the organisation’s management and its employees, are connected to every stage of the employment circle, and through these engagements employees obtain valuable information about the organisation and the way it is managed. These activities show employees, in practice, what is valued in general, and how the organisation views them in particular. When employees deal with customers they bring to the interaction their perceptions of human resource management practices. This might have an effect on service quality. The marketing discipline defines quality as meeting or exceeding the expectations of customers and the customer satisfaction is driven through high service quality. Increased levels of competition have compelled many health care organisations to learn how to differentiate themselves and consequently, assessments of service quality have become critical for hospitals. This research undertaken from Patients’ and Human Resource Manager’s points of view to find out the impact of human resource management practices on service quality in the private hospitals. A survey was conducted with 75 Human Resource Managers of the private hospitals and their 745 customers. The researchers used SPSS 16.0 to analyses the data. The study concluded that the human resource management practices have impacted on service quality at a high level of human resource manager to the patients of private hospitals and resulted that the five human resource management practices accounted for 93.7% of the variation in service quality, while the 6.3% of variation was unexplained by these variables.Item Impact of Human Resource Management Practices and Culture on Promoting Academic Entrepreneurship in Sri Lanka(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Perera, L.N.S.; Senarath, S.A.C.L.Academic entrepreneurship has been identified as the third mission for the universities, and recognized that there are opportunities for earning extra income through commercialization of university research and innovations. Many universities in the world adopt different academic entrepreneurship strategies and to promote them internal organizational environment has a major influence. Specially the human resources management practices and the entrepreneurial culture of the universities. Sri Lanka is a developing nation interesting in promoting academic entrepreneurship in public universities. In promoting academic entrepreneurship in these universities, authorities needs to identify how the internal environment will impact on it from Sri Lankan context. However, there is a lacuna of research which have been done to identify this relationship. This study intends to fill this gap by identifying the impact of present human resource management practices and university cultural on promoting academic entrepreneurship strategies adopted by the public universities in Sri Lanka. The study used deductive methodology and developed two declarative hypotheses on human resource management systems and organizational culture to identify its impact on entrepreneurial strategies adopted by universities in Sri Lankan. This quantitative study was conducted using four public universities in the western province, Sri Lanka. Primary data were used for the analysis and the primary data collected through structured questionnaires and interviews. Finally, outcomes of this research identified that human resource management systems and organizational culture contribute to promote academic entrepreneurship in Sri Lanka public universities.Item Level of Adaptation of Green Human Resource Management Practices in the Apparel Industry in Sri Lanka(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Krishantha, P.D.D.M.; Mohan, D.U.This study is dedicated to identify the extent to which the human resource management processes have aligned with green management practices as green human resource management practices in the Apparel Industry in Sri Lakethe sample was selected based on simple random sampling method and population refers to the apparel industry in Sri Lanka. For the selected sample of thirteen companies in the apparel industry in Sri Lanka, well-structured questionnaire was distributed and the results gathered from the responses were analyzed using descriptive statistics technique for testing the achievement of objectives and frequencies and percentages for data presentation. Data were collected using both primary and secondary sources. Primary data were collected through questionnaires and secondary data was collected from the previous studies, websites, books, articles and other related publications. Twelve objectives were set to test eleven human resource management practices to achieve the research purpose. Findings revealed that only job design and analysis showed a high level of adaptation of green management concept while all the other human resource management practices showed moderate and low level of adaptation of green management concepts. Thus, the study bridged a gap in the literature in revealing the extent of adopting green human resource management practices in the apparel industry in Sri Lanka, while recommending to the apparel companies to adapt green HRM at least in the major HR processes like recruitment and selection, training and development, performance management, reward management and health and safety management in order to improve their environmental performance in a more sustainable manner.Item Relationship between Size of the Organization and Human Resource Management Practices: A Case of Sri Lanka Companies(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Madusanka, K.D.; Weerakkody, W.A.S.This particular research has been conducted to identify the relationship between size and the organization and human resource management practices. This research area has been covered in international context. But considering more than one human resource practices not has been covered. This research is conducted with special reference to private limited companies incorporated under no 07 of 2007 Companies Act. The sample consists of 30 companies. The main purpose of this research is to identify the relationship between size of the organization and human resource management practices. The researcher started the study by going through relevant literatures by many ways. The data was collected by companies operating in Sri Lanka. A questionnaire was included 30 questions. First five questions indicate background information of the company. Other 25 questions indicate human resource management practices. The Statistical Package for Social Sciences (SPSS) version 20.0 was used to analyze the data. Descriptive statistical analysis, Independent sample T Test, means value, aided in the analysis of the data. The findings revealed that there is no relationship between size of the organization and human resource management practices. Implication of the findings is that irrespective of the size of the organization it is possible to established good practices of Human Resource Management which is contribute to provide the organization with a more appropriate and contended employee force that gives the maximum contribution its success.