Tharindra Wickramasinghe

Introduction The HR Manager is expected to make crucial decisions that significantly impact both employees and the organization. These decisions often involve balancing emotional intuition and rational analysis, creating an internal tug-of-war. Understanding the appropriate balance between “heart” and “brain” can profoundly shape organizational culture, employee morale, and overall effectiveness (Dulebohn & Werling, 2007; Härtel & Fujimoto, 2010). The Heart: Emotional Intelligence in Decision Making Decisions from the heart are often guided by empathy. For instance, when an HR Manager considers a request for time off due to a family emergency, an emotionally intelligent response may be to grant it, prioritizing compassion and understanding that an employee’s personal well-being precedes their work performance. This kind of decision-making fosters loyalty and morale, creating a workplace culture that genuinely cares about employee welfare (Goleman, 1998). Goleman (1998) also und...

Introduction The ever-changing nature of doing business has brought forward new challenges for organizations regarding economic instability and workforce migration. The exodus of talent in Sri Lanka is driven by increasing inflation and unfavorable tax policies, thus leaving companies grappling with the loss of skilled professionals. It inhibits not only day-to-day operations but long-term growth as well. In such a case, HR management automatically becomes very significant.  Employee engagement, development of talent, integration of technology, and employer branding all hold immense importance for the competitiveness of organizations. 1. Employee Engagement: Creating Loyalty Talent retention becomes crucial, particularly in those harrowing situations, depending on the level of employee engagement. Firms can generate such a healthy environment to increase job satisfaction by facilitating flexible work arrangements, mental health support, and career development opportunities. Such in...

Introduction -   The business climate in Sri Lanka is changing rapidly. Digitization for businesses in Sri Lanka become more of a compulsion than an option. As sectors like banking, retail, and hospitality surge ahead with technological changes, it's a must  for HR departments.  This article examines how, or how well, HR in Sri Lanka can meet the challenges and opportunities that digital transformation presents. www.youtube.com/watch?v= WZX4siVDm3U Transforming the Functions of Human Resources as digital transformation becomes prevalent in Sri Lanka. Human resource professionals are required to evolve from conventional administrative positions to strategic collaborators within their organizations.  Utilizing technologies such as Artificial Intelligence (AI) and machine learning can facilitate process optimization, especially in the areas of recruitment and employee engagement. Organizations like Dialog Axiata have effectively incorporated these technologies into...