Research Publications Authored by SLIIT Staff

Now showing 1 - 3 of 3

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Solution to Measure Employee Productivity with Employee Emotion Detection
(IEEE, 2022-12-09) De Silva, T.R.S.; Dayananda, K.Y.; Galagama Arachchi, R.C.; Amerasekara, M.K.S.B.; Silva, S; Gamage, N
Health and safety of workers has become a top priority in modern businesses. The reason is that it will have an impact on both individual and team output. In the last few decades, automatic facial expression analysis using machine learning has emerged as a promising and bustling field of study. In this study, the system primarily evaluates the efficiency of workers and, through the detection of their emotional states, determines their levels of motivation. The task completion rate of employees is measured by the system in the first component, and the system predicts the level of satisfaction that the employees will have. In place of linear regression, this component makes use of random forest regression, which boasts a higher degree of precision than its counterpart. The performance of workers on their tasks will be evaluated periodically, about once every fifteen minutes, and the results will be shown on a dashboard. The system will pick up on the emotions of the staff members throughout the second phase of the process. These characteristics will be used to assess the level of motivation inside the organization, with the end goal of increasing overall productivity. The accuracy of this emotion detection will also be checked periodically, namely once every fifteen minutes. The following part of the process monitors the use of the PC and calculates the level of productivity. It will be possible to get an increase in productivity if one monitors and keeps track of the application usage of each employee. The final components monitor the websites that employees visit and how they use the network. This component makes it easier to generate reports based on the utilization of the internet and the network, as well as information on performance and reports that summarize website traffic. When it is fully operational as an integrated system, most businesses will rely on this system as their primary driver of success.
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IMPACT ON TRAINING AND DEVELOPMENT TO EMPLOYEE PRODUCTIVITY OF BLUE COLLAR WORKERS AT CRYSTAL CERAMICS LANKA PLC
(SLIIT Business School, 2019-12-10) Sarangi, N.; Balasuriya, S.
Human Resources is the key asset that can be used to gain a competitive advantage in many organizations. Especially in a large-scale manufacturing organization, Human Resources plays a major role. Therefore, it is vital to protect the employees and take necessary actions to improve employee productivity concerning their work and what they do. However, employee performance or employee productivity can be significantly hampered when employees lack in knowledge, skills, and motivation towards performing duties or not doing their best to the ability. Large scale manufacturing organizations require skillful manpower who could handle the new technological equipment or who could understand the new processors and is willing to dedicate their knowledge and strength to achieve the targeted output. Training and Developing is one method to improve employee’s skills, knowledge, and attitudes towards the company and the work allocated. Having proper training leads the employees to perform their duties effectively and efficiently and will increase the productivity levels as well. Therefore, this study is used to analyze the impact on Training and Development on Employee Productivity of Blue Collar Workers and selected Crystal Ceramics Lanka PLC as the sources to collect data. The main objective of the study is to identify the impact of Training and Development on Employee Productivity. Also, the research uses Employee Work Experience within the industry to find out how effectively moderate the relationship between Training, Development and Employee Productivity. The literature review identifies the factors which are related to Training and Development which will impact Employee Productivity increase or decrease and how employee work experience moderates the relationship based on past academic research literature. Through the Random Sample technique study use the Cluster Sampling method to select the sample population. The total sample population is selected as 300 samples out of 1020 workers in all three factories. A structured questionnaire was designed, pre-tested, and used to collect data from the selected sample whilst secondary data was collected through company reports and HRIS (Attendance) system. The research findings revealed that all the components tested as per the developed hypothesis showed that there is an significant impact on Training and Development to Employee Productivity as well as there is an effect on industry work experience to the relationship between Training and Development and Employee Productivity.
Open Access
The role of employee engagement on knowledge management and worker productivity: a case study in Sri Lanka
(Korea Distribution Science Association, 2021-03-02) Kaldeen, M; Thelijjagoda, S; Samsudeen, S. N
Knowledge-Worker Productivity (KWP) has been influenced by Knowledge Management Process (KMP); however, past studies derived inconsistent findings of the relationship between the two variables. Additionally, the effect of KMP on KWP in the context of universities in Sri Lanka has not been adequately studied. Therefore, this present study aims to fill that gap by examining KMP elements’ effect, namely knowledge creation, knowledge sharing, and usage on KWP, specifically the timeliness, proficiency, and independence of employees. This study also examines the role of employee engagements (i.e., intellectual, social, and affective) in mediating the effect of KMP on KWP. The questionnaire survey method was utilized to collect data from relevant university employees, i.e., lecturers, senior lecturers, and professors, whereby 264 valid responses were used in the analysis. The associations between KMP, Employee Engagement, and KWP were analyzed using the path analysis and bootstrapping methods. The outcomes demonstrated positive correlations between all three variables. Employee Engagement was shown to have a partial mediating effect on the KMP-KWP association. The general conclusion is that KWP is influenced by its capacity to increase employee engagement via KMP

Research Publications Authored by SLIIT Staff

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