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Has files: YesSubject: search.filters.subject.Human Resource Management

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    PublicationOpen Access
    Factors Affecting Human Resources Management Policy Implementation in Small and Medium Enterprises (SMEs) in Sri Lanka
    (Human Resource Management Academic Research Society, 2017-12) Rajapakshe, W
    Policy implementation in SMEs related to Human Resource Management in Sri Lanka is often ignored because the issues are indirect and hidden. The main objective of this paper to review and understand theories and models related to the policy implementation and develop conceptual framework describing the factors affecting successful policy implementation in SMEs in Sri Lanka. Literature related to policy implementation as well as policy implementation models were analyzed and illustrated a conceptual framework. This framework directs attention to eight major variables that affect implementation of public policy. The three intervening variables showed that without implementing agency capacity, negotiation ability, and sector awareness, policy implementation might be weakened. Further, this conceptual model offers a blueprint for the successful policy implementation to solve the HRM issues in the SMEs in Sri Lanka.
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    PublicationEmbargo
    The Role of Human Resource Information System (HRIS) in Human Resource Planning in Banking Sector of Sri Lanka.
    (SLIIT Business School, 2019-12-10) Tharushika, G.D.R.; Withana, L.K.N.; Jayasinghe, P.D.P.; Kumari, P.D.S.C.; Dissanayake, L.D.A.D.
    Despite its wide variety of uses, the management of the banks in Sri Lanka is using HRIS (HRIS) for fundermental operations. In the study, it focuses on the utilization of HRIS in the Human Resource Planning (HRP), with special focus on the banking sector in Sri Lanka. The study focuses on one sub function in HRP: recruitment and selection. The problem arises as how HRIS contributes towards the planning of recruitment and selection in the banking sector. Thus, the aim of the research is to analyse how recruitment and selection sub function efficiently affected by HRIS towards the achievement of HRP. There are three constructs, developed through the literature survey to achieve the main objective of analysing the impact of recruitment and selection sub system done through HRIS on the HRP. Result of the analysis determine, “Job Analysis” and “E-Recruitment” have positive impact for HRP in Banking sector while “Skill inventory” result in negative impact. Authors suggest to use this study as a guide or a base for future researchers who were willing to research related to HRIS, HRP and banking industry.
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    PublicationEmbargo
    Business Intelligence Assistant for Human Resource Management for IT Companies
    (IEEE, 2020-11-04) Athukorala, C; Kumarasinghe, H; Dabare, K; Ujithangana, P; Thelijjagoda, S; Liyanage, P
    The advancement in technology is exponential. Moore's law supports this argument, by stating that the computing power doubles every two years. In such a premise, many IT companies have risen to meet the challenges. These companies provide various solutions in various fields of enterprises, pushing the limits of technology. Human resource is considered the most important asset in any organization. In order to utilize this asset beneficially, an organization must have great Human Resource Management practices. This includes practices from recruitment until employee termination. One great employee can offset the work of several regular employees. IT companies strive to acquire and retain such talent. But this is not a simple task. It requires resources including manpower and time. There should be knowledgeable individuals to handle important human resource processes, and many organizations lack these. They do not have enough time or labor to invest in good human resource processes. This research proposes a solution to this problem by creating a Business Intelligence Assistant for Human Resource Management Targeting Information Technology companies. It delves into Human Resource Management practices revolving around employee recruitment, job placing, employee engagement and human resource decision making. The solution consists of four solutions, namely; Structured Resume Analyzer, Smart Candidate Ranker, Employee Engagement Survey Generator and Business Intelligence Processor. Each component will enable the organization to streamline certain processes helping them save both time and labor. The individual components will make use of various applications of artificial intelligence to aid in the decision-making of an organization.