Problems with Human Resources
The National Human Resources and Employment Policy (NHREP) of the Government of Sri Lanka sets out policy framework to provide full, decent and productive employment to all Sri Lankans. It is the foundation on which human resource capabilities would be strengthened and employment opportunities created to make Sri Lanka the ‘Wonder of Asia’. The NHREP has been developed out of the overall state policy since 2005 as articulated in the development framework, “Mahinda Chintana - Vision for the future”.
According to Chandler and McEvoy (2000) , one of the lingering questions in HRM research is whether or not there is a single set of policies or practices that represents a ‘universally superior approach’ to managing people . Theories on best practices or high commitment theories suggest that universally, certain HRM practices, either separately or in combination are associated with improved organizational performance. Researchers have also found that those well-paid, well motivated workers, working in an atmosphere of mutuality and trust, generate higher productivity gains and lower unit costs (Boxall, 1996; Lowe and Oliver, 1991;Pfeffer, 1994).
Over the years, large infrastructure development projects especially in major area such as roads, power airports and water sectors are being undertaken extensively by sri lanka government. These mainly require a significant human resource inputs over the next ten years. Given the fact that there are many constructions of multiple ongoing projects in which the government will have to ensure that well trained persons are adequately available to conclude the infrastructure development programme effectively.
HR strategy
HR strategy is part and parcel of a well s...
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...f stay in Sri Lanka, the job employed to etc. if such expatriate meet all the requested requirements then The Controller of Immigration & Emigration will issue an entry visa valid just for 30day with instruction to apply for a valid RV visa for the period of 0ne year. This will allow them to work and live in sri lanka.
In order to renew RV visa after the one year given elapses the company or the applicant has to issue a request to the Director General of Commerce with a reasonable reason to justify his or her continuity to live and work in sri lanka. The director general in charge will take a proper look to be sure that the reason to continue to stay are genuine and under any circumstances does not mitigate jobs opportunity that is meant for sri Lankans. If pass the requirement, an extension is made for the visa in order to continue to live and work in srilanka.
Retrieved from http://go.galegroup.com.library3.webster.edu/ps/i.do?id=GALE%7CCX1700400026&v=2.1&u=edenweb_main&it=r&p=GVRL&sw=w. Dessler, G. (2011). The 'Standard'. Human resource management. Upper Saddle River, NJ: Prentice Hall.
Its population is 21,866,445. The majority of their population are Buddhist the rest are either Muslim, Hindu, or Christian. Buddhism was brought to Sri Lanka in the 5th century B.C. The legend that is told states that Buddha ordered a group of his followers to travel to Sri Lanka and spread Buddhism. According to this legend Buddha said that Buddhism would strive in Sri Lanka for 5,000 years. (Flinkins,3) This legend holds true for the most part, the sinhalese Buddhists have taken down any threat that has been made to their religion. With the knowledge that Buddhism is a religion of nonviolence and peacefulness one may assume that Sri Lanka could be one of the most peaceful nations in the world. Unfortunately this assumption is very wrong. The way the Buddhist tackle the threats to their religion causes this country to be
Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)
Sri Lanka has also experienced a series of socio-political disturbances over the past several decades including...
Noe, Raymond A., John R. Hollenbeck, Barry Gerhart, and Patrick M. Wright. Human Resource Management: Gaining a Competitive Advantage. 7th ed. Boston: McGraw-Hill Irwin, 2010. Print.
Ulrich, D., Younger, J., and Brockbank, W. 2008. “The twenty-first century HR organization.” Human Resource Management, 47, pp.829-850.
Organizations’ other resources can be hired, retained and discarded at any time but human resources needs special treatment. It needs to be carefully hired, deserve an extra effort to retain it and requires training & development to upgrade and improve its capabilities. Other resources depreciate with the passage of time but when the human resource gains more and more experience, it becomes more beneficial for the organizations. These characteristics have brought human resources to be the central element for the success of an organization. (Mohammed, Bhatti, Jariko, and Zehri, 2013, pg. 129, para. 2)
Ceylon Electricity Board (CEB) is the government body of Sri Lanka for generation, transmission and distribution of electricity for the local industrial and domestic consumption. Most of the electric power related needs and demands of the nations are fulfilled by CEB, and it has vast coverage of service in all over the country, cities, villages and industries. The organization is mainly an engineering organization and its product is service type. The service and the aim of the organization are obvious from the vision and mission statements of the organization.
An organizational human resources department utilizes the hiring and firing process to meet the organization’s personnel needs. Organizational human resource departments are charged with the oversight of an organizations administration department. The practice of hiring and firing people is a process employer’s conducts on a daily basis. This process has to be done in a proper manner and not in haste. The implication that can occur from the improper hiring and firing process could and can have a positive or negative impact on an organization. Therefore, employers must carefully evaluate their decision to hire/fire individuals and its impact on the organizations’ workplace environment and others employees. Human Resource Management is important for an effective organization. In today’s organization, HRM is valuable to the organization because of increase legal complexities and its known for improvement in productivity. However, management should realize that poor human resource management could result in an outburst of hiring process followed by firing or layoffs. According to (Satterlee 2013, p. 194), “Hiring the best candidate who is also a good fit for the organization is crucial for the success of an organization, because a poor hiring decision will have repercussions across the entire organization”. Satterlee made a valid point because poor hiring could have an impact on the bottom line performance of the firm. In other words, HRM is the contributing factor to the success of the organization including motivating and maintain the staffs. The purpose to the motivation is to ensure that all employees grow to a full potential. According to (Sims 2006, p. 5), “HRM efforts are planned, systematic approaches to increasing organizati...
In my opinion, HR practices can make positive contributions to organisational performances, because except the unpredictable external environments, human resource management can improve the most factors that affect employees’ performances which finally influence organisational performances in long-term perspectives. This essay is aim to prove human resource practices can positively effect organisational performances based on literature discussion and empirical evidences. The next section briefly brings few negative views about the limitation of HRM related to improving organisational performances. The third section discuss the positive relationship between HR practices and organisational performances are established by applying HRM processes of hiring, selecting, placing employees as well as creating employment relationships within organisations. The final section is going to analyse an example company Mark & Spensers successfully utilised HR practices to improve their organisational performances and created competitive advantages.
Tension between expatriate and the locals: mainly due to the cultural differences between them. Also the labour laws of BVI increase job protection to them, it is difficult to lay off an unqualified staff.
Human resource is the most valuable and unique asset of an organization. The successful management of an organization’s human resource is an exciting, dynamic and challenging task , especially at a time when the world has become a global village and economies are in a state of flux. The lack of talented resource and the growing expectation of the modern day employee has further increased the difficulty of the human resource function.
Human Resources Management (HRM) Interventions relates to the idea of improving an organizations overall performance and efficiency by improving the members (individuals and groups) performances, commitment, and flexibility. According to Beer et al. (1984), this is often a relevant intervention technique when organizations are facing increased international competition. They see the value of HR investments as a way to improve organizations competitive advantages. Further, they establish that HRM policies have long-term consequences and immediate organizational outcomes. These policies should include the overall competence of employees, the commitment of employees, the cost effectiveness of HRM practices,
Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.
Sri Lanka's tax rate are mid-range for the region the highest corporate tax is 28%, related to Pakistan -35%, India -30%, Bangladesh -27.5%, Nepal -25%, and Maldives -0% private sector contacts and economists generally admire the government for maintaining the quiet consistent tax policy over the certain years, for some, persistent taxes are also relevant than lower taxes. One unusual omission was the 2013 extension of the 12.5% value added tax (VAT) to supermarket and huge trading houses.