"The Heart of Every Organization: Human Resource Management"

Within the study of HRM, there exist two major paradigms, which are somewhat paralleled for analyzing organizations: the Unitary and the Pluralist approaches. These paradigms consider different ways of viewing workplace relations, resolving conflict, and relating to employees, with both being applied within organizational cultures and specific societal contexts, such as in Sri Lanka. The Unitarist Approach The unitary view perceives the organization as an integrated entity, with one source of command and a single organizational objective. Both employees and employers belong to one work team, which works in harmony to achieve goals set by the organization. According to this perspective, conflict is unnatural; it occurs either due to faulty communication or mismanagement, rather than being inherent to workplace relations. In Sri Lanka, many family-owned businesses and SMEs hold the unitarist view. This approach demonstrates a hierarchical structure with a paternalistic leadership style. ...

The COVID-19 pandemic changed the face of workplaces everywhere in the world, and Sri Lanka was no exception. The crisis gave HR leaders key lessons in flexibility, resilience, and engaging workers. And with such lessons, Sri Lankan HR professionals are in a better place to build adaptable and employee-centric organizations. 1. Flexible Work Policies The pandemic forced many Sri Lankan companies to adopt remote or hybrid work models, particularly in sectors like IT, education, and professional services. Fiedler's Contingency Theory (1964) suggests that adaptability to situational factors is key to organizational success. For example, leading IT companies in Colombo implemented flexible work schedules, allowing employees to balance work and personal responsibilities more effectively. Wherever possible, HR leaders should continue to advocate for such arrangements, adding to their toolkit productivity measures that allow flexibility. 2. Prioritizing Employee Well-being The pandemic on...

A positive work environment is crucial for enhancing employee satisfaction, productivity, and retention. It ensures a space where employees feel valued, respected, and motivated enough to contribute toward organizational success. HR plays a pivotal role in fostering such an environment through well-designed policies and practices informed by established management theories. 1. Employee Engagement and Motivation Creating a positive work environment starts with enhancing employee engagement and motivation. Two key elements according to Herzberg's Two-Factor Theory are hygiene factors (e.g., salary, job security) and motivators (e.g., recognition, personal growth) (Herzberg 1959). Hygiene factors only prevent dissatisfaction, while motivators actively contribute to a positive workplace culture. HR can institute programs recognizing the achievements of all, prov...

While workplace conflict is inevitable within any organization, it's how human resources handle and manage such conflicts that seriously can affect employee satisfaction and productivity, and the culture of the company overall. In this vein, HR usually assumes an important mediating role in disputes, devises ways for conflict prevention in the future, and works towards a generally harmonious work environment. Understanding the different approaches toward conflict resolution will provide the theoretical frameworks that can help HR professionals deal with these trying situations effectively.   Conflict Management Styles The important theoretical framework to understand in managing employee conflict is Thomas-Kilmann's Conflict Mode Instrument, or TKI, which identifies five distinct conflict management styles: competing, collaborating, compromising, avoiding, and accommodating. Each style illustrates different methods of dealing with conflict, ranging from assertive to cooperative...

With the ever-changing nature of the labor market, the employee benefits landscape is in tremendous metamorphosis. Employees today want more than an increase in pay; they want benefits that reflect their personal needs, values, and lifestyle. To human resources professionals, awareness of these changes becomes imperative in securing the best talents available and retaining them. 1. The Rise of Flexible Benefits Benefits packages were traditional in nature, providing fixed options. Benefit offerings have become more flexible. The underpinning of the shift to flexibility stems from the Contingency Theory, that for an organization to be successful, strategies should reflect changes in the environment, as indicated by Fiedler (1964). Employees are now seeking benefit types based on their individual needs, such as for mental health, student loan support, and working from home stipends. It is an approach that recognizes workforce diversity and gives every employee some scope of control over ...