Shanaka Bandara HRM

  Performance Evaluation Methods in Sri Lanka Human resources with knowledge and competencies are the key assets to organizations to sustain their competitive advantage and to be unique locally and globally. In creating and implementing an appraisal system, management must determine what the performance appraisal system will be used for and then decide on the process to implement the system. The methods chosen and the instruments used to implement these methods are crucial in determining whether the organization manages its performance successfully. These appraisal methods are based on quantitative techniques which provide a precise output defining the employees’ performance (Ahmed et al, 2013). The primary goal of an evaluation system is to improve individual and organizational performance. It is utilized to track individual contribution and performance against organizational goals and to identify individual strengths and opportunities for future improvements and assess whethe...

  Potential Sources of Stress and Managing Stress at Sri Lankan Workplaces Stress is a dynamic condition, a psychological process in which an individual is confronted with an opportunity, demand, or resource related to what the individual desires and for which the outcomes perceived to be both uncertain and important (Robbins and Judge, 2022). Demands are responsibilities, pressures, obligations, and uncertainties that individuals face in the workplace. Resources are factors within an individual’s control that he or she can use to resolve the demands. In most of the context’s stress is considered as a negative factor. But it also has a positive purpose. For an instance, many professionals identified the pressures of heavy workloads and deadlines as positive challenges that enhance the quality of their work and the satisfaction they get from their jobs. There are two types of stressors; 1.      Challenge stressors – stressors associated with workload, press...

  Individual’s Personality and Values to the Workplace in Sri Lanka This blog explores what is personality, personality determinants, personality framework: The Big Five Personality Model and how these traits influence at workplace. Personality Traits This refers to the enduring characteristics that describe an individual’s behavior. The more consistent the characteristic over time and the more frequently it occurs in diverse situations, the more important the trait is in describing the individual (Johnson et al., 2012). Personality Determinants Individual’s personality is a result of heredity and environment. Heredity consists the factors determined at conception; one’s biological, physiological, and inherent psychological makeup (Johnson et al., 2012). Whereas environment determined the external factors a person interacts which shapes his/her behavior and attitudes. The Big Five Personality Model This model proposes that five basic dimensions underlie and encompass ...

  Impact of Organizational Culture on Job Satisfaction   in Sri Lanka. This blog discovers how organizational cultures impact on job satisfaction and absenteeism, focusing on cultural web elements: symbols, stories and myths, power structures, organizational structures, control systems and ritual and routines (Johnson et al., 2012) which shape the “paradigm” or lived experience of employees in Sri Lanka. What is Organizational Culture? A system of shared meaning held by and organization’s members that distinguishes the organization from others (Robbins and Judge, 2022). Organizational culture embedded with symbols, stories and myths, power structures, organizational structures, control systems and ritual and routines (Johnson et al., 2012). 1.      Stories and myths This includes how the company was founded, how it got tis far, key players and their actions. In other words, it lightens company’s core values and behaviors determine worthy demonst...

  Consequences of Employee Absenteeism in Sri Lanka. This blog discovers positive and negative consequences at the individual, group, organizational, and societal levels. Many managerial approaches mainly have discussed the negative consequences of absenteeism. If there are negative consequences, the primary action implication is that absenteeism should be reduced. A careful analysis of the benefits and costs of absenteeism may be a useful managerial activity (Goodman and Atkin, 1984).     Positive Negative Individual     Reduction of job-related stress Meeting of nonwork role obligations Benefit from compensatory nonwork activities Compliance with norms to be absent Loss of pay Discipline, formal and informal Increased accidents Altered job perception   Co Workers Job variety Skill Development Overtime pay   ...