People and Organization

Companies frequently utilize organizational restructuring to increase productivity, adapt to shifting market conditions, and foster long-term growth. However, employee reactions can have a big impact on whether the reorganization is successful or not, even though these adjustments are frequently strategically important. Uncertainty is a major response among workers. Employees frequently worry about job security and career advancement when reporting lines, job functions, or leadership structures change. According to Kotter (1996), resistance to change is a normal human reaction that is typically motivated more by dread of the unknown than by opposition to the change itself. Employees may be concerned about losing their status, job, or confidence in their capacity to adjust to new duties during restructuring. Emotional responses are also typical. During times of change, workers may feel stressed, frustrated, or disengaged. According to Cameron and Green (2019), when confronted with o...

Introduction: The Rise of Data-Driven HR HR professionals rely more and more on data-driven solutions in today's digital workplace to measure worker performance, engagement, and productivity. Organizations now have unparalleled insight into employee behavior due to AI-powered analytics and attendance systems. To be competitive, Sri Lankan businesses like banking, IT, and clothing manufacture are rapidly implementing these technologies. But this change raises the crucial question: are companies improving performance or jeopardizing employee privacy?  The Promise and Pitfalls of Performance Tracking Clear advantages of performance tracking systems include increased productivity, accountability, and impartial decision-making. Managers can monitor deadlines, keep an eye on staff production, and instantly recognize strong performers with the use of digital dashboards. These solutions provide much-needed visibility, particularly in mixed and remote work settings.  However, ex...

The Shift from Hustle Culture to Healthy Work For many years, “hustle culture” has shaped the idea of success around long working hours, constant availability, and relentless productivity. However, by emphasizing flexibility, meaningful employment, and well-being, Generation Z is gradually undermining this traditional way of thinking. Younger employees are promoting healthier and more sustainable work practices instead of linking success with overwork or burnout. They have set clear boundaries between their personal and professional life. Researchers has consistently shown that excessive workload and pressure contribute to burnout and declining mental health (Maslach and Leiter, 2016). Considering this, Gen Z is contributing significantly to changing expectations in the workplace by emphasizing balance, well-being, and long-term sustainability over exhaustion-driven productivity. The Rise of the Scroll-Driven Mindset Digital platforms like TikTok have reshaped how Gen Z consumes...

Introduction Sri Lanka, known for its rich biodiversity and natural resources, is increasingly facing environmental challenges due to rapid industrialization and urban growth and climate change. In this context, Green HRM has emerged as a strategic tool for organizations to support sustainability. By integrating environmental considerations into HR practices, Sri Lankan industries can contribute to ecological preservation while improving organizational effectiveness (Renwick et al., 2013). But can HR really help save the planet? What is Green HRM? Green HRM positioning the HR functions; such as recruitment, training, performance management, and employee relations with environmental sustainability goals. It encourages eco-friendly behavior among employees and embeds sustainability into organizational culture (Renwick et al., 2013). Relevance to Sri Lankan Industries In the Sri Lankan context, key industries like apparel, plantation, manufacturing and tourism are leading the way in...

HRM is changing dramatically in today's technologically advanced workplace. Data-driven techniques have replaced intuition-based decision-making in HR due to the emergence of artificial intelligence (AI), machine learning, and people analytics. Although this progression improves accuracy and efficiency, it also poses a crucial question: are HR professionals managing people or just data? These days, hiring, performance management, and employee engagement all heavily rely on algorithms. Thousands of resumes can be screened in a matter of seconds by automated applicant tracking systems, which then select the best applicants based on requirements. In a same vein, proactive retention tactics are made possible by predictive analytics' ability to foresee staff attrition (CIPD, 2023). By enabling HR professionals to make decisions more quickly and intelligently, these solutions lessen bias and enhance corporate results. However, there are practical and ethical issues with the growing r...

  The Rise of Women in Management Women in management has grown significantly over the past few decades, making workplaces more inclusive, diverse, and inventive. However, many women leaders continue to struggle to strike a balance between their personal and family commitments and their professional responsibilities. Work-life balance has a direct impact on productivity, employee well-being, and retention. It is not just a personal issue but an organizational and societal matter. Dual Expectations and Challenges In many organizations, women in management roles face dual expectations: to perform at high professional standards while also managing household and caregiving responsibilities. According to International Labour Organization (2022), women continue to spend significantly more time on unpaid care work than men, limiting their availability for career advancement opportunities. Reduced job satisfaction, stress, and burnout are frequently caused by this imbalance. Organi...