thusharirathnayaka

In the dynamic landscape of human resource management (HRM), training and development are critical to an organization's success. Let's look into this critical aspect, including its history, trends, and purpose. 1. What Is Training and Development? Training and development are systematic processes designed to improve employees' skills, knowledge, and competencies. These activities enable individuals to perform well in their roles, contribute effectively, and drive business growth. Here's a close look: A. Training: Building Specific Skills Training focuses on acquiring specific knowledge and skills needed for a specific job or task. It provides employees with the practical skills required to perform their duties effectively. B. Development: Holistic Growth Development extends beyond skill acquisition. It encompasses broader personal and professional development, such as mindset shifts, concept clarification, and attitude change. 2. History of Training and Development M...

Talent management is the art and science of developing and maximizing an organization's most valuable asset: its employees. In today's competitive business landscape, having a strong talent management strategy is critical for long-term success. Let’s explore what talent management is, why it matters, and how to develop an effective strategy. 1. What Is Talent Management? Talent management is a set of deliberate actions designed to attract, develop, engage, and retain high-performing employees. It goes beyond administrative tasks and focuses on optimizing human capital. Here are the main components: A. Attracting Talent. Effective talent management begins with attracting the right people to your organisation. This includes employer branding, targeted recruitment efforts, and developing an appealing workplace culture. B. Developing skills Once talent is on board, the emphasis shifts to skill development. Training programmes, mentorship, and ongoing learning opportunities are...

Abstract Sri Lanka, with its expanding economic links and worldwide trade exchanges, attracts multinational corporations looking for investment opportunities. However, managing human resources across cultures poses major obstacles. This article examines cross-cultural human resource management (HRM) utilizing building projects in Sri Lanka as a case study. By examining intragroup conflicts, cultural characteristics, and effective methods, we hope to improve project performance and share valuable insights to other organisations. Source - successacrosscultures.com Introduction Effective cross-cultural human resource management is required due to the construction industry's globalization. Sri Lanka, which relies heavily on foreign countries such as China and South Korea for commercial financing, presents unique issues in managing various project teams. This research focuses on intragroup conflicts and cultural aspects of cross-cultural teamwork. Cultural Context in Sri Lanka Sri Lanka...

Introduction It is critical to cultivate positive employee relations and engagement in the fast-paced business environment of today. Prioritizing these elements helps organisations become more productive, retain fewer employees, and develop a more resilient workforce.   Understanding Employee Relations The interactions between employers and their workforce are included in employee relations. It encompasses more than just following labour laws and regulations. Effective communication, establishing trust, and quickly resolving workplace conflicts are all necessary for positive employee relations. Why Employee Relations Matter Retention: Positive relations lead to higher employee retention. When employees feel valued and heard, they are more likely to stay. Productivity: Engaged employees perform better, contributing to organizational success. Organizational Reputation: Strong relations enhance an organization’s reputation, attracting top talent. Strategies for Effective Employee R...

Introduction Strategic human resource management, or SHRM, is a compass that points businesses in the direction of long-term success rather than just being a trendy term. In this piece, we examine the fundamentals of SHRM, including its objectives, advantages, and workable implementation plans. Hold on tight as we set out on this tactical expedition.   What is Strategic HRM? The skill of coordinating HR procedures with an organization's overarching strategic goals is known as strategic HRM. It involves more than just processing payroll and filling open positions. It involves creating a harmonious workplace where employee behaviors align with organisational objectives. 1.     Integration: HR operations such as hiring, training, performance management, and pay are skillfully woven into the organization's overall strategy by SHRM. 2.    The long-term focus : is that this is a marathon rather than a sprint. SHRM takes organisational sustainabilit...

  Introduction For an organisation to succeed, employee well-being is essential. Companies are placing more emphasis on fostering an environment that supports well-being as they realise the importance of having a happy and healthy workforce. Within the context of human resource management (HRM), we examine the importance of employee well-being in this piece and talk about ways to improve it. Why Employee Well-Being Matters Productivity and Performance: When employees feel physically and mentally well, their productivity and performance improve. A happy workforce is more engaged, creative, and efficient. Retention and Recruitment: Organizations that prioritize well-being attract and retain top talent. Employees seek workplaces that prioritize their health and happiness. Reduced Absenteeism: Well-being initiatives reduce absenteeism due to illness or stress-related issues. Positive Organizational Culture: A focus on well-being contributes to a positive workplace culture, fosterin...