A Study of Bachelor's Degrees in Human Resource Management in Three Sri Lankan Leading State Universities

The sustainability of human resource management (HRM) is the basis for an organization’s future growth and success. This study aims to investigate achieving HRM sustainability in universities. We use a quantitative research method design to investigate the factors that affect HRM sustainability at universities. The study was conducted during the spring and summer of 2020 at Iranian state universities. As the study’s statistical population included 2543 employees, a sample size of 334 employees was calculated using the Cochran formula. A questionnaire with 32 statements based on a 5-point Likert scale was used to collect the data, which were analyzed using PLS3 software. The findings show that human resource practices, social factors, psychological factors, employer branding, and economic factors have positive and significant effects on HRM sustainability at universities. Findings indicate that it is essential to consider the implementation of adequate HRM practices and related socio-economic and psychological supports for HRM sustainability in universities that can lead to the competitiveness of the higher education institutions such as universities.

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A Book Review: Sustainable Human Resource Management by Senior Prof. Dr. Henarath H.D.N.P. Opatha

Vidyodaya Journal of Management ◽

10.31357/vjm.v5i1.3919 ◽

2019 ◽

Vol 5 (1) ◽

Author(s):

A. S. Dharmasiri

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Human Resource ◽

Sri Lankan ◽

Economic Expansion ◽

Post War

There is a growing awareness and enthusiasm on people management in Sri Lankan organizations. This is evident by the increasing number of activities related to Human Resource Management (HRM) in many fronts taking place in the island. Yet, we have a long way to go in unleashing the true potential of our productive workforce, in the wake of a post-war economic expansion and development drive. One key element in such an endeavor is to have clarity of what really HRM is all about and its broad dimensions. Senior Prof. Henarath Opatha has fulfilled a felt void in presenting a prolific volume on “Sustainable HRM”.

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Impact of Strategic Human Resource Management Practices on Performance: Study on Employees in the Sri Lankan Banking Sector

International Journal Of Scientific Advances ◽

10.51542/ijscia.v2i3.5 ◽

2021 ◽

Vol 2 (3) ◽

Author(s):

Manthreege Wasantha Kalyani

Keyword(s):

Resource Management ◽

Human Resource Management ◽

Organizational Performance ◽

Human Resource ◽

Employee Retention ◽

Banking Sector ◽

Strategic Human Resource Management ◽

Sri Lankan ◽

Organisational Performance ◽

Service Oriented

This work explores the effect of strategic human resource management (SHRM) activities on organizational performance, mediated by employee retention in the Sri Lankan banking sector. The data consisted of 238 workers using a selfgoverning survey and analyzed using structural equation modeling.The results suggest that the three SHRM practices of capacity enhancement, skill enhancement and motivation enhancement have a significant indirect impact on organizational performance. The relationship between SHRM activities and organizational success is often influenced by employee retention. This study provides SHRM specialists in the banking sector with a useful guide on which SHRM practices are significant to employee retention and organisational performance and hence, should be given consideration. SHRM theory has been largely developed in traditional functional manufacturing organisations but not in service-oriented organisations. This study fills the gap by examining the causal relationship between the SHRM practices and organisational performance through the mediating effect of employee retention in a service-oriented industry, i.e. the banking sector. A model that incorporates SHRM strategies is being used in the study to provide a realistic image of its relationship with employee retention and organizational performance.

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