People And Organization - Dilmini Wanigasekara

Introduction Employee engagement and retention have become strategic imperatives in the Sri Lankan banking sector, which is characterized by intense competition, digital transformation, and evolving workforce expectations. Engaged employees demonstrate higher productivity, customer satisfaction, and loyalty, directly influencing an organization’s financial performance (Kular et al., 2008). However, high turnover rates and employee dissatisfaction continue to challenge many local banks, especially in the post-pandemic era. Factors Influencing Engagement and Retention Several key factors shape employee engagement and retention within Sri Lankan banks. Leadership and communication play a central role transparent and supportive leadership fosters trust and emotional commitment among employees (Gallup, 2023). Moreover, career development opportunities are critical; employees who perceive clear growth paths are more likely to remain loyal to their organizations (Herath & Jayasinghe, 2...

Introduction Maternity leave policies are a critical aspect of workplace equality, influencing not only women’s health and well-being but also their career trajectories. In Sri Lanka, legislative frameworks like the Shop and Office Employees (Regulation of Employment and Remuneration) Act provide female employees with maternity leave benefits. However, the adequacy and implementation of these policies significantly affect women’s professional growth and opportunities for advancement. Discussion Research indicates that supportive maternity leave policies can enhance employee retention and productivity (ILO, 2021). In Sri Lanka, women are legally entitled to 84 working days of paid maternity leave. While this provision is commendable, it often falls short in addressing long-term career development. Women frequently encounter challenges when re-entering the workforce after maternity leave, including slowed promotions, reduced responsibilities, and limited access to professional developm...

     Introduction In today’s competitive business environment, organizations increasingly recognize that employee health and wellness are critical drivers of productivity, engagement, and retention. Human Resources (HR) departments play a pivotal role in shaping comprehensive wellness programs that not only address physical well-being but also foster mental, emotional, and social health. By strategically implementing these initiatives, HR can contribute to a healthier, more resilient workforce (Goetzel et al., 2018). Strategic Planning and Needs Assessment HR professionals must begin with a thorough assessment of employee needs, leveraging surveys, health risk assessments, and engagement metrics to identify priority areas. Tailoring wellness initiatives to specific workforce demographics enhances participation and effectiveness (Krekel, Ward, & De Neve, 2019). For example, younger employees might benefit from digital wellness platforms, while older employees may req...

bn    Introduction In a competitive business environment, organizational success increasingly depends on how effectively human resource management (HRM) strategies align with broader corporate goals. Among HRM functions, promotion policies play a important role in shaping employee motivation, talent retention, and organizational competitiveness. Strategic alignment between HRM and promotion policies ensures that internal career advancement mechanisms reinforce the organization’s mission, values, and long-term objectives (Ulrich & Dulebohn, 2015). Strategic Integration of HRM and Promotion Policies Strategically aligned HRM systems translate business strategies into workforce capabilities. When promotion policies are designed in tandem with HR strategies, they enhance both employee engagement and performance outcomes (Wright & McMahan, 2011). For instance, competency based promotion frameworks ensure that employees who demonstrate strategic capabilities such as innova...

Introduction In the era of rapid digital transformation, artificial intelligence (AI) is reshaping the global banking landscape. Sri Lankan banks, traditionally reliant on human-led processes, are now under pressure to integrate AI technologies to enhance operational efficiency, customer experience, and risk management. Consequently, the need to upskill bank employees has never been more urgent. This shift is not merely technological; it is cultural, requiring employees to embrace continuous learning and innovation (World Economic Forum, 2020).  Discussion The first step in preparing employees for an AI-driven future is digital literacy training . Employees must become proficient in data analytics, machine learning concepts, and AI powered tools relevant to banking operations, such as chatbots, fraud detection systems, and credit scoring algorithms (Accenture, 2022).  For instance, training in Python programming or data visualization platforms can empower staff to interpret A...

  Introduction In today’s competitive business environment, organizations are increasingly recognizing that human capital is their most valuable asset. High productivity is not merely a function of efficient processes or technology; it hinges significantly on the skills, motivation, and adaptability of employees. Training programs are, therefore, essential to align workforce capabilities with organizational objectives, ensuring both individual growth and business success (Noe, 2021). Discussion Strategic Training Design Effective training begins with a strategic approach that identifies organizational needs and skill gaps. Training programs should be designed following a systematic needs assessment, which evaluates current performance levels against desired outcomes (Armstrong, 2020). This ensures that resources are invested in areas that directly influence productivity. For example, technical training enhances task efficiency, while soft skills development fosters better teamwor...