Strategic Human Resource Management in Sri Lanka.

 

Introduction

We described it easily as a method that explains how a corporation’s targets will be carried out through people by steps of HR strategies and organized HR policies and processes.

Where are we in engaging in it in Sri Lanka? Today’s monument of Humane Results will concentrate significantly on this. 

HR’s strategic position is to modify individual HR systems (raising, satisfying etc.) to fit specialized corporate and aggressive strategies. As they further elaborate, “For any particular legislative strategy, there is apparently a matching human resources strategy”. 

HR should be determined not by what it gives but what its passes. So, there are four strategic market challenges encountered by institutions around the field. It is important to examine the above in relation to Sri Lankan situation as easily.(B. Klaus, 1986)

Globalization

 

With the fast development of markets, managers are competing to stabilize the negative demand to understand globally and move locally. Globalization demands that companies build up their strength to get and cooperate and to deal with diversification, complication, and uncertainty.

 

Sri Lankan companies should be organized to analyze the gold mines the globalization offers, while avoiding land mines. SHRM considers to cater for capability improvement of agents. Their enhanced awareness, point of view and experiences will serve to aggressive dominance of the society. That is the only form to get through and overcome in a “straight system”.(Brake Wiley, 1994) 

                                   Figure 1, (Dhani Shanker chaubey, 2016)

Technology

In Sri Lanka, extremely, a building up attention on the need of Information and Communication Technology (ICT) for economic and business expansion can be observed. Despite various leaderships from both the private and public presences, the legitimate application of hardware and software resources, with opening the absolute capacity of our excellent, young “live ware” is further to be accomplished. SHRM should cater for technology management, in accepting ICT for employee advancement.(Chandi Jayawardena Chandana, 2013)

                                                    Figure 2. (Jayawardena, 2013)

Change and more change

The capability to understand speedily and constantly, present continually and collect on new strategic requirements quicker and better adequately leaves belonged to the order of the period. In other words, societies require to be in a never-ending state of revolution, constantly producing essential, undergoing difference.  SHRM performance is enormous in this situation, where organizations have to organize and carry out how communities influence can be employed for the target realization.(Cathy Sheehan, 2005)

Let’s pick up tourism industry for an example.

Authorities have concluded a critical shortage of experts in time to come, with the wake of employment extension. SHRM strategies, performance strategies and implementation should cater for bridging such divisions.

                                              Figure 3. (Dissanayake, 2017)

Profitability through Expansion

Sri Lankan organizations require to have character as to how effectively they can estimate the actual client needs on a periodic base, whilst being aggressive providers of properties and benefits as growth participants, is the order of the period. SHRM should strive support in control with organization managers in bringing individuals with appropriate capabilities in providing the expected appearance. Convenient resolution mechanisms such as the Balanced Scorecard should be handled.(L. Stein, 1994)

Conclusion

The recommendations of the study support the growing body of evidence pointing to the idea that SHRM is an expanding field in the cable industry of Sri Lanka. Therefore, the dominant government in the examined firms recognizes SHRM works to have indications for behavior as the with the sped-up development of markets, supervisors are competing to stabilize the conflicting claim to realize always and act.

Globalization orders that institutions build up their strength to understand and take part and to deal with diversification, complication, and uncertainty.

 

Employees but participants in business. To perform the exercise of adjusting HR strategies to the legislative strategy very efficient, the HR specialist should remove out HR reviews to provide whether program officers method accepted HR strategies and set up forecast results and the recommended remedial and preventive steps are chosen to reorganize them with the prearranged purpose.( M.  Abramowitz and  I.  A.  Stegun,  Eds., 1964) 

References

http://www.nhrep.gov.lk/index.php?option=com_content&view=article&id=72&Itemid=59&lang=en

https://www.google.com/url?sa=i&url=https%3A%2F%2Fslideplayer.com%2Fslide%2F15103571%2F&psig=AOvVaw1KcIn9EtgNdISKMR7wCGHK&ust=1647866839431000&source=images&cd=vfe&ved=0CAsQjRxqFwoTCMj4-MDc1PYCFQAAAAAdAAAAABAD

https://www.ft.lk/Columnists/strategic-hrm-in-sri-lanka-rhetoric-and-reality/4-15142

http://www.nhrep.gov.lk/index.php?option=com_content&view=article&id=72&Itemid=59&lang=en

https://www.researchgate.net/publication/333395573_Human_Resources_Management's_Strategic_Role_in_Sri_Lanka's_Hotel_Sector

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