HRM in Sri Lanka
With my experience in several companies, I have realized through there are the most common duties and responsibilities of an HR manager in Sri Lanka.
- Maintenance of accurate, up-to-date records of all employees in personal files.
- Ensure the payment of statutory dues to state institutions on due dates pertaining to the Employees and also meeting deadlines for monthly remuneration payments.
- Procuring the progress and performance reports from all departments to assess the needs of job enrichment of every staff member.
- Continuous sourcing of staff through varied recruitment channels and industry reports.
- Introduction of periodic incentive schemes for workgroups in consultation with top management and Board of Directors.
- Arranging high-quality training & development programs to enhance the skill and productivity levels of all staff members.
- Invitation of external agencies and plant/machinery suppliers to carry out periodic training programs for staff members and top management.
- Timely and effective communication of all directions, decisions, instructions, guidelines, company policy decisions, work rules/times and work ethics, Terminations, to ensure strict compliance.
- Usage of main/departmental notice boards for effective communication, if required.
- Mitigation of staff/management turnovers to minimum levels and also to match the industry statistics.
- Carrying out periodic industry statistics, surveys and duly informing the management.
- Designing recruitment, promotion, cost-cutting, transfer, dismissal, and other situational documentation in a standardized format.
- Ensuring security and retaining of all files to be in line with the statutory requirements.
External factors can impact HR practices.
· Economic factors
· Political factors
· Legal factors
· Technological factors
· Cultural factors
This will affect the recruitment
and selection practices of any company. The per capital income of a country,
its labour laws, and GDP levels will influence the minimum wage rate. Quoted
companies in Sri Lanka have separate remuneration committees and they look into
wage/salary structures from time to time and formulate remuneration policies.
Political factors are taking precedence in times of elections, political
uncertainties, or based on election promises.
In Sri Lankan Company HR-related laws are not based on prevention of sexual harassment, work unsafety and violation of health Management, labour union action/contracts, disability, and a few more areas. That’s why employees have to go with the Legal framework to decide the application of different HRM practices through labour and employment laws.
What is your opinion? Should HRM Practices need to Change in Sri
Lanka?
Markets are global and highly competitive. Yes we have to be in line with international Human Resource Management practices. While on the other hand, technological improvements in the banking industry increase the threat for workers that their human working power becomes replaced by new and effectively working machines and digital platforms. Now people can perform their banking needs more comfortably while sitting on a chair at home without even stepping to the bank. Banks come to their fingertips. The far reaching and non stoppable development of the Information and Communication Technology requires well educated and developed labors on a large scale all over the world. Therefore, being compatible with International Human Resource Management is essential. The increasing need of high qualified working power should be further demonstrated by HRM.
ReplyDeleteYes definitely, our HRM practices must absorb Global HRM practices and adjust with our concepts. In hear I’m not talking about only banking sector this is about Sri Lankan HRM practices.
DeleteI mentioned in my first blog “Why Context-Specific nature of HRM that can be used to develop new HR programmes and policies for Banks in Sri Lanka?” under that section “Can Technology overtake HR in Banking Sector?” I answer what you’re saying about “technological improvements in the banking industry increase the threat for workers”
I had some issues with officers in HRM office. One of my employees not in control and I understood he tries to generate unions in the company. trade unions are prohibited in my organization. As a section Manager, I discussed with him and advised him to didn't do that. But he got advice secretly from one of the officers work in the HR office to create trade unions. To control him I had to do a lot of things with my management. HRM officers maybe change with some factors. it generates difficulties for employees.
ReplyDeleteYep, That's called ethics. As a HR officer he/she should align with company policies. HR department is most important section for any organization, if their not function well or HR officers going rouge, it will be disaster.
ReplyDeleteNow a day’s People are starting to take advantage of digital technology to work remotely and outside of traditional business hours. But that opportunity mainly goes through only on selected employee base. One of the main reasons for this is lack of IT literacy among others. Therefore it is main responsibility of HR to arrange more online training sessions other than to the traditional classroom training programs. Also HR should explore the possible reasons why employees resistant to change and they should create a culture that promote experimentation and learning.
ReplyDeleteDefinitely, That's why HRM must be Innovative and use to line with global HRM concepts, They must be prepared for upcoming technological changers and crises like covid-19.
DeleteThe five factors involved in the changing environment of HRM are as follows:
ReplyDelete1. Work force Diversity
2. Economic and Technological Change
3. Globalization
4. Organisational Restructuring
5. Changing Nature of Work.
Business environment is changing environment and so is HR environment. The changing environment of HRM includes work force diversity, economic and technological change, globalisation, organisational restructuring, changes in the nature of jobs and work and so on.
I agree with the points you mentioned about duties and responsibilities for a common HR manager in Sri Lanka. I have the experience working with local managing companies and international managing company. There is a distinguish difference of HR practices they follow when it compares with local HR practices. I have never worked more than one year in any local company. However, now I am working more than three years with an American managing company. That’s purely because of the working environment in the organization which has been maintained by HR department according to the international HR practices. Hence, I truly believe Sri Lanka should apply global HRM concepts and practices.
ReplyDeleteGovement rules and regulations are also impcat to HRM pratices these days due to covid pendamis goverment impose new laws and regulations to the people based on that HR departments have responsibality to change their desession and culture and improve facilities according to needs pf the country.
ReplyDeleteDuring my internship I had 1 year experience with a Sri Lankan Human Resource Manager. Now I work with HR Management in Singapore. I can now identify the big differences between past and present human resource management methods. In my opinion, the human resource management sector in Sri Lanka should be developed. They always think in the eyes of the company, they do not think on the side of the employees.
ReplyDeleteDuties of the HR Manager in Sri Lanka is exactly correct across all sectors. Growth in the HR management profession & it's contribution to the strategic planning of the organizations is at very low level in terms of global situation. HR people simply engage in preparing pay roles & remunerations, handling leave related matters, acknowledging rules & regulations & circulars, handling staff transfers& trainings ect like very simple things .These things require very few knowledge in HR & most probably to work in HR dept or being the HR manager organizations don't look for much knowledge in HR. Even if they posses education back ground in HR they have no culture or environment to apply them.
ReplyDeleteMy view is that there should no government (MPs) interference in the implementation of human resource initiatives and legislation should be enacted to prevent this.
ReplyDelete