3rd Student Symposium - 2017

Permanent URI for this collectionhttp://repository.kln.ac.lk/handle/123456789/17817

Browse

Start date: 2017End date: 2017

Search Results

Now showing 1 - 3 of 3
  • No Thumbnail Available
    Item
    The Impact of Talent Management on Organizational Performance: A Study of Organizations in Apparel Industry in Sri Lanka
    (Department of Human Resource Management,Faculty of Commerce and Management Studies,University of Kelaniya, Sri Lanka, 2017) Munasinghe, M. H. L. H.; De Alwis, C.
    This research focused to find out the impact of talent management on organizational performance in the apparel industry in Sri Lanka. In the current study it has been recognized major four areas under the talent management Such as Talent Attraction, Talent Retention, Learning and Development and Career Management. Research analysis aimed to find out those four independent variables has impact on organizational performance. A cross-sectional survey design was used and convenient sampling method was used to select the respondents from the apparel industry in Sri Lanka. Population of the study was 350 apparel manufacturing organizations in Sri Lanka. Out of them 40organizations responses picked as the sample of the study. The convenience sampling method was used to select the sampling units. Data was collected through a structured questionnaire that created by Lyria (2014).The data was analyzed using correlation and regression analysis. It is found that talent retention and learning and development had demonstrated that those affected on organizational performance. However, there was not significant impact of learning and development on organizational performance in current field. And other two independent variables: career management and talent attraction had positive relationship with organizational performance although it is not significant. The results of the study implied that HR professionals of Sri Lankan apparel industry highly emphasize on talent retention to increase the organizational performance. This research may be a reflection of the development in the apparel industry and human resource strategy makers who try to come up with talent management concept.
  • No Thumbnail Available
    Item
    Effect of the Introduction of E-HRM on the Role of HRM Professionals,
    (Department of Human Resource Management, Faculty of Commerce and Management Studies,University of Kelaniya, Sri Lanka., 2017) Mdhushani, P.A.P.T.; De Alwis, C.
    The purpose of this study was to identify to what extent role of the Human Resource Managers role has been changed by introducing e-ERM applications to the HR function. The method of this research was a qualitative approach. Population of the study was all HR professionals of E-HRM practicing companies in Sri Lanka. Sample of the study was randomly selected eight HR professionals. Multiple techniques are applied to gather data referred to as triangulation. The used methods here are interviews and documentation reviews. Documentation reviews are used to get a good insight in the current situation of the adoption of E-HRM. Interview questions are based on the survey done by Haa (2011). All interviews were recorded and transcribed for further analysis. The main technique in the data handling relied on a data analysis, although the data was analyzed using a categorization of the process by thematic analysis technique. In the analysis researcher compared the grounded theory to the findings in order to answer the research question and fulfill the research objectives. It can be identified that the HR professionals were not familiar with the term of E- HRM. However they are using those with day today HRM processes. The biggest benefit of applying E-HRM practice is the freeing of HR professionals from intermediary roles that they can focus on strategic planning in human resource organization and transforming HR professionals from administrative paper handlers to strategic planners. It suggests that changes in HR role towards a strategic partner though it supports to shift of HR focus to the role as employee champion. Moreover the researcher found that HR areas such as training and learning saw a limited use of online facilities and Recruitment and performance appraisal are two main areas of applying E-HR tools. Considering the findings it seems that the use of E-HRM in practices are very limited in Sri Lanka. It is revealed that HR functions in the organizations are not ready with the change as long as HR professionals are still not have the good awareness of advanced technology. Technology advancements have reshaped the way of practicing different HR functions. As a result it will shape the typical HR job from administrative to strategy development.
  • No Thumbnail Available
    Item
    The Relationship between Internal Environmental Factors and the Level of Adoption of Human Resource Information System (HRIS) Applications in Manufacturing Sector Organizations in Colombo District, Sri Lanka,
    (Department of Human Resource Management, Faculty of Commerce and Management Studies,University of Kelaniya, Sri Lanka., 2017) Mdhushani, M. K.; De Alwis, C.
    The current study attempts to examine the relationship between internal environmental factors and the level of adoption of Human Resource Information System (HRIS) application in manufacturing sector organizations in Colombo District in Sri Lanka. The study was quantitative and a cross-sectional survey design was followed. This study was evaluated how internal environment factors of an organization influence and impact on level of organizational adoption of HRIS for human resources management functions such as Recruitment and Selection, Record keeping, Communication, Training and Development, Career Development and Worker Compensation etc. Study Conceptual framework integrates ideas and elements from the Diffusion of Innovation Theory (DOI) and Technology Organization Environment (TOE) model. Data was collected through a standard questionnaire developed by Al - Dmour (2014) which addressed to HR Professionals. Manufacturing sector organizations in Colombo District, Sri Lanka was the population of this study. Convenience sampling technique was applied to select the sample, and the final sample consisted of 40 organizations from manufacturing companies located in Colombo District. Correlation, regression analysis and factor analysis were used to test research hypothesis. It was found that internal environmental factors significantly related to the level of adoption of HRIS applications, which in turn has an impact on the level of adoption of HRIS application. Even though Management Expectation, Organizations Dynamic Capabilities, Organizations Structure and CEO’s Socio Demographic Characteristics, which were considered as internal factors, found as not significant while Management Commitment and Corporate Culture Significantly correlated to the level of adoption of HRIS application, overall findings of the study confirmed that internal environmental factors are related to the level of adoption of HRIS applications. Moreover the results indicate that the extent of HRIS applications being practiced is considered to be poor in Sri Lanka .Finally the study makes a major theoretical contribution by addressing the factors which related to the level of adoption of HRIS application. This study confirms that the adoption of HRIS in the business organizations depends on interaction of internal environmental factors and the findings of the current study shows the need for a comprehensive view of the adoption phenomenon. Therefore, this study also attempts to make an important theoretical contribution towards investigating and clearly identifying the relationship between the organizational internal environmental factors and its adoption level and the level of implementation of HRIS applications.