Symposia & Conferences
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Item IMPACT OF WORK-LIFE BALANCE PRACTICES ON WORKPLACE PERFORMANCE IN MANUFACTURING INDUSTRY(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Ranathunga M.S.S.; Weerakkody, W.A.S.Today business environment is rapidly changing. So, Organizations have to adapt to new trends, new technology, and new business concepts. Among many concepts, work life balance has become one of the key issues faced by many employees in the companies. Maintaining work-life balance is an issue increasingly recognized as of strategic importance to organizations and of significance to employees. Without the work-life balance of employees, they have to face many difficulties in their lives. The main objective of this study is to carry out research on the Sri Lankan manufacturing company of Ceylon Agro Industry and recognize the impact of work-life balance practices on workplace performance. The target population of this research is single, married employees in top-level, middle-level, and lower-level positions in the Ceylon agro industry in Sri Lanka. Findings of the study reveal that there is a strong relationship between work life balance practices and workplace performance. All these relationships are positive and have significant levels. The research findings give evidence that better work-life balance practices lead to increased employee performance.Item THE EFFECTIVENESS OF GAMIFIED TOOLS FOR ENGLISH LEARNING AMONG FINAL YEAR HRM UNDERGRADUATES OF THE UNIVERSITY OF KELANIYA, SRI LANKA. WITH SPECIAL REFERENCE TO DUOLINGO APP(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Uddeepani, A.K.I.; Weerakkody, W.A.S.Despite the growing trend of using gamification in education to make learning more engaging and interactive, its application in Sri Lankan context still remains limited, especially in higher education. This study evaluates the effectiveness of gamified tools in English learning among undergraduates in universities in Sri Lanka. The study uses perceived engagement and motivation to evaluate the effectiveness of gamified tools in English learning. The quantitative approach was applied for the study and collected data from 142 undergraduates in the final year at the University of Kelaniya, Sri Lanka. The finding of this study depicts that gamified tools can effectively enhance students’ engagement and motivation. It reveals valuable insight to Sri Lankan educational system to integrate gamification into education to enhance learning outcomes.Item IMPACT OF SUSTAINABLE HUMAN RESOURCE MANAGEMENT PRACTICES ON EMPLOYEE MENTAL WELL- BEING IN A LEADING IT COMPANY IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Harischandra, K.H.U.G.; Weerakkody, W.A.S.The purpose of this study is to examine the impact of sustainable human resource management (SHRM) practices on employee mental wellbeing. The study was conducted as a cross-sectional and quantitative study. The data was gathered with the help of self-administered questionnaires. Simple regression analysis was used to test the study hypotheses. The dependent variable is employee mental wellbeing, while the independent variables are diversity and inclusion, flexible work arrangements and work life balance. Primary data was gathered from the selected leading IT company in Sri Lanka. The sample was chosen using a stratified sampling technique, and the final sample included 360 employees from the selected leading IT company in Sri Lanka. Data were analyzed using correlation and regression with the aid of SPSS. Analyzed results showed a positive impact of diversity and inclusion, flexible work arrangements and work life balance on employee mental wellbeing.Item CHALLENGES IN THE ADOPTION OF ARTIFICIAL INTELLIGENCE FOR EMPLOYEE TRAINING WITHIN ORGANIZATIONS IN COLOMBO, SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Weerasuriya N.S.; Weerakkody, W.A.S.The adoption is artificial intelligence (AI) in the training methods in human resource management (HRM) is changing the way in which business organizations operate presenting multiple innovative solutions to develop the workforce. However, even though the adoption of AI in training would generate a multitude of benefits, organizations face many challenges when integrating AI in employee training modules. Through this research the challenges related to the adoption of AI in employee training will be explored within companies based in Colombo, Sri Lanka. This study mainly focused in a qualitative data collection approach where data was gathered through a mixed methods questionnaire which was distributed to five companies which constituted three large scale and two small-scale companies spanning across multiple industries. Further a quantitative approach was also used in order to gather data which was generated using the Linkert scales from the mixed-methods questionnaire. The findings if this study focus upon four critical challenges organizations encounter when adopting AI in training namely, cost constraints, infrastructure limitations, employee resistance, and knowledge gaps. Smaller companies displayed higher significance with the challenges related costs and infrastructure, whilst larger companies reported moderate significance to issued related to infrastructure and employee resistance. Further differences were also observed regarding the significance of these challenges across different industries. Through generating valuable insights of these critical challenges, the study provides logical and practical data for organizations when adopting AI in their employee training systems. Through this study organizations would be able to understand the various challenges related to the adoption of AI in employee training therefore can use the findings in order to ensure a smoother and successful transition towards AI-driven training methods.Item THE IMPACT OF CHATGPT ADAPTATION ON CREATIVE THINKING AMONG UNIVERSITY UNDERGRADUATES IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Dilnuwani, W.H.H.; Weerakkody, W.A.S.ChatGPT, developed by OpenAI, is a groundbreaking language model that gained one million users within just five days a milestone that took platforms like Facebook, Instagram, and Twitter much longer to reach 300, 75, and 720 days, respectively. In today’s world, education focuses on skills like creativity and encourages collaborative learning through solving real-life problems. University students are a unique group because of their diverse educational experiences and future career opportunities. This study explores how using ChatGPT affects the creative thinking of university students in Sri Lanka. The results show that ChatGPT positively impacts their creative thinking. Key factors influencing creativity include how often ChatGPT is used and the purpose behind its use. This research provides important insights for schools, universities, students, and policymakers to effectively incorporate ChatGPT into the academic setting.Item IMPACT OF ARTIFICIAL INTELLIGENCE USAGE ON THE EFFICIENCY OF HUMAN RESOURCE MANAGEMENT PRACTICES IN THE IT SECTOR IN WESTERN PROVINCE(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Jayasinghe, S.; Weerakkody, W.A.S.Human resource management (HRM) has received a lot of attention worldwide. Artificial intelligence (AI) integration has transformed traditional human resource practices into more efficient and strategic processes. In Sri Lanka's IT sector, particularly in the Western Province, the adoption of AI-driven solutions has become increasingly important in improving the efficiency of HRM practices. This research investigates the impact of AI usage on the efficiency of HRM practices, focusing on three key areas: AI for recruitment, AI for performance management, and AI for training and development. The research problem addressed in this study is ‘what is the impact of AI usage on the efficiency of HRM practices in the IT sector in the Western Province?’. The research aims to examine the impact of AI-driven recruitment on HRM efficiency, assess how AI-based performance management contributes to better HR outcomes, and assess the role of AI in improving training and development efficiency. A structured questionnaire was distributed to 100 HR professionals in the IT sector in Western province, and 80 responses were collected. The constructs were measured with validated instruments, ensuring reliability and accuracy. SPSS statistical software was used to analyse the collected data in order to achieve the research objectives. The findings show that AI applications for recruitment, performance management, and training and development have a highly significant impact on the efficiency of human resource management practices in the IT sector. These findings highlight AI's potential to revolutionize HR operations, allowing organizations to achieve better results and maintain a competitive advantage in an evolving business.Item EXAMINE THE IMPACT OF PSYCHOLOGICAL CONTRACT BREACH ON TURNOVER INTENTION WITH SPECIAL REFERENCE TO IDEA GROUP LIMITED(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Mathangaweera, A. M.; Weerakkody, W.A.S.The present study was conducted to examine the impact of psychological contract breach on turnover intention of operational level employees in Sri Lankan manufacturing industry with special reference to Idea Group Limited. Turnover intention is the primary antecedent to the actual action of turnover, which refers to employees leaving the organization. Psychological contract breach defined as the failure the reciprocal obligations between an employer and an employee. The manufacturing industry plays a significant role in Sri Lankan economy. However, the industry faces major challenges, such as a lack of skilled labor and high labor turnover. Giving the nature of the manufacturing industry, the working environment is often stressful, creating enough opportunities for breaches in psychological contract. Researchers have found that psychological contract breaches can result in negative organizational outcomes, including increase turnover intention. A review of the literature reveals contradictory findings regarding the impact of psychological contract breach on turnover intention, depending on the authors, contexts, and industries studied. Therefore, it is crucial to investigate this relationship within the Sri Lankan manufacturing industry. This study employed a quantitative research approach, utilizing both primary and secondary data. To achieve the study’s objectives, the researcher distributed 200 self-developed questionnaires among operational level employees in Idea Group Limited. Of these, 180 questionnaires were received, 179 were deemed valid for analysis. The data were analyzed using tools, including correlation and regression analysis. The findings of the study revealed significant positive relationships between relational, transactional and overall psychological contract breach with turnover intention. Additionally, the results indicated a significant positive impact of psychological contract breach on turnover intention.Item THE IMPACT OF WORK FROM HOME ON EMPLOYEE JOB SATISFACTION AND PERFORMANCE: A STUDY OF A SELECTED IT SECTOR COMPANY OF ABC (PVT) LTD IN SRI LANKA(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka., 2025) Madhuwanthi, U.D.S.H.; Weerakkody, W.A.S.The spread of the stay-at-home policy was because it was the best strategy to avoid physical contact in the workplace and prevent the spread of COVID-19. In order to maintain the economic status of the country, many countries around the world finally adopted this measure, and the Sri Lankan government also implemented the social distancing policy.Therefore, various organizations decided to implement the concept of working from home, even though this is new to many Sri Lankans. Therefore, examining the status of working from home to examine how it affects employee satisfaction and performance and recommending suggestions to improve the results of the employees has also been done through this research.ABC (Pvt) Ltd, a selected IT company in Sri Lanka, conducted this study. The conceptual model was tested based on data collected through a structured questionnaire pretested by an online survey with a sample of 55 employees at the same level.According to the analysis, it can be concluded that working from home has a positive effect on the job satisfaction and performance of the employees of this company. And this gives significant insights to IT companies implementing work from home and already inItem Impact of Job Satisfaction on Job Performance of Non-Executive Employees in Hotel Industry: With Special Reference to Kalutara District, Sri Lanka(Faculty of Commerce and Management Studies, University of Kelaniya, Sri Lanka, 2016) Perera, M.D.S.H.; Weerakkody, W.A.S.Currently all organizations recognize that they can gain competitive advantage in the market place only if these organizations have employees who possess positive work related attitudes. Job satisfaction is one of the most important attitudinal factors on job performance. This study measured the impact of job satisfaction on job performance of non-executive employees in the hotel industry (star hotels) in the Kalutara district, Sri Lanka. On the scenario of continuous discussions on challenges faced by hotel industry in Sri Lanka, human involvement is yet to be considered as a significant organizational factor. There are several human resource glitches in hotel industry. It has made a vast impediment to minimize the effort of achieving organizational objectives in the hotel industry. The data were collected from a stratified randomly selected sample of 250 non -executive employees in the hotel industry (star hotels) by administrating a structured questionnaire, which consisted of 38 questions/statements along a 5 points scale. The data analyses consist of correlation and regression. Findings reveal that, job satisfaction was correlated with job performance of non-executive employees. Also there was an impact of job satisfaction on job performance of non-executive employees. Based on the findings valuable suggestions are provided to the managements of hotel industry in the Kalutara district, Sri Lanka to minimize the existing issues.Item Relationship between Size of the Organization and Human Resource Management Practices: A Case of Sri Lanka Companies(Department of Human Resource Management, Faculty of Commerce and Management Studies, University of Kelaniya, 2015) Madusanka, K.D.; Weerakkody, W.A.S.This particular research has been conducted to identify the relationship between size and the organization and human resource management practices. This research area has been covered in international context. But considering more than one human resource practices not has been covered. This research is conducted with special reference to private limited companies incorporated under no 07 of 2007 Companies Act. The sample consists of 30 companies. The main purpose of this research is to identify the relationship between size of the organization and human resource management practices. The researcher started the study by going through relevant literatures by many ways. The data was collected by companies operating in Sri Lanka. A questionnaire was included 30 questions. First five questions indicate background information of the company. Other 25 questions indicate human resource management practices. The Statistical Package for Social Sciences (SPSS) version 20.0 was used to analyze the data. Descriptive statistical analysis, Independent sample T Test, means value, aided in the analysis of the data. The findings revealed that there is no relationship between size of the organization and human resource management practices. Implication of the findings is that irrespective of the size of the organization it is possible to established good practices of Human Resource Management which is contribute to provide the organization with a more appropriate and contended employee force that gives the maximum contribution its success.