Abisheka Mishelin

 Introduction Neurodiversity recognizes cognitive differences such as autism, ADHD, and dyslexia, which is gradually gaining momentum in workplaces within Sri Lanka. Most traditional settings in the country have been designed to fit the needs of neurotypical employees, neglecting the immense potential that neurodiverse individuals bring with them. Embracing neurodiversity is not only a social responsibility but also a strategic opportunity. By fostering inclusive work environments, organizations can unlock unique talent, improve engagement, and drive positive societal change-for instance, Nagarro (2025) and NSPD (2025). Discussion Inclusive hiring is a key starting point. For example, Nagarro Testing Pro program, conducted in collaboration with the Shiranee Joseph de Saram Foundation, trains neurodiverse individuals in software testing and helps them find work. It stresses alternative methods of recruitment, such as skills-based assessments, in addition to structured coaching that ...

  Introduction Organizational culture and organizational climate are two critical concepts that finally shape behaviors, performances, and experiences of employees in workplaces. Organizational culture will be the shared values, beliefs, norms, and ways of doing things within an organization, according to Schein (2017 ). In contrast, organizational climate would reflect perceptions held by employees about their working environment, leadership style, patterns of communication, and supporting mechanisms as explain by Armstrong in 2020 . They together influence motivation, turnover, job satisfaction, and organizational effectiveness. In the Sri Lankan context, these are notably shaped by cultural traditions, hierarchical structures, and the growing influence of global business practices. Discussion Organisational culture provides the basis for employee behavior and decision-making. A strong culture provides continuity and coherence, thereby minimizing ambiguity, steering the behaviors...

Introduction Employee rights and employee relationships are the keystones of Human Resource Management, which pave the way for organisations to work in ethical, legal, and productive ways. In Sri Lanka, these concepts are shaped not only by global HRM practices but also by national labour laws, cultural expectations, and socio-economic conditions. Employee rights refer to the legal and moral protection that employees receive, such as receiving decent wages, being safe, being treated without discrimination, and maintaining job security. Employee relations involve improving interactions between employers and employees to assist in organisational stability and achievement of performance. Armstrong (2020) Discussion Sri Lanka has an extensive legal framework for the protection of employees' rights. Key regulations include the Shop and Office Employees Act, Wages Boards Ordinance, Factories Ordinance, and the Termination of Employment of Workmen Act (TEWA). These laws guarantee minimum ...

Introduction The rapid pace of digital transformation reshapes the way business is carried out across the globe, while Human Resource Technology & Automation has emerged as a strategic tool for organizations looking to maintain or gain a competitive advantage. Growth in adopting HR technology is witnessed to be progressing steadily in Sri Lanka, both by multinational and local firms, realizing the possibility of smoothing processes, improving decision-making capabilities, and enhancing employee experiences. Automation of routine administrative tasks and tapping into the power of data analytics can enable the HR department to shift from a transactional-based function to a strategic role for workforce management. Successful adoption clearly demands overcoming challenges at the local level, entailing technical expertise, budgetary constraints, and employee resistance. Discussion Adoption and Benefits in Sri Lanka Human resource information systems within Sri Lankan organizations are f...

Introduction Competencies in using technology have today become very important for employability in an increasingly digital world. The ability to search, understand, critically evaluate, and create information with the use of digital technologies, or what has been considered as digital literacy, will be a requirement for youth competing in the globalized knowledge economy. Digital literacy is therefore seen as a strategic avenue toward better employment outcomes in Sri Lanka, where the incidence of youth unemployment tends to persist. According to the Department of Census and Statistics , 63.5% of Sri Lankans aged 5–69 were digitally literate in 2023, while computer literacy was only 39% (Ada Derana, 2024) . The youth, or those individuals falling between 15 and 29 years of age, are usually the most dynamic part of the labor market; hence, understanding how digital literacy influences their employability is very important. This essay investigates the current status of digital literacy...

Introduction Compensation and pay equity are core concerns of human resource management today. Pay equity, efficiency, and transparency are critical in motivating and retaining employees to ensure organizational success. However, pay disparity among employees based on gender, experience, or job role remains a persistent problem across the world. In most developing economies, such as Sri Lanka, pay inequality is affected by organizational hierarchies, informal wage systems, and gender bias. Achieving pay equity has thus become both a moral and strategic imperative as organizations move toward ethical and sustainable human resource management (Armstrong & Taylor, 2020). Discussion Pay equity is where employees, regardless of gender, ethnicity, or any other factors unrelated to performance, get paid similarly for performing similar work. Most organizations are still subjected to wage discrimination because either the job evaluation systems are outdated or there's a lack of transpa...

A Strategic Perspective for Modern Organisations Introduction Learning and Development is central and strategic in modern Human Resource Management. The reason lies in the constantly changing nature of the environment where organisations operate, with rapidly changing technologies, economies, and rising employee expectations. Continuous learning has become crucial, and L&D holds an essential place in developing a skilled, adaptable, and future-oriented workforce able to address these challenges. In the Sri Lankan context, these industries, which range from banking and insurance to hospitality and ICT, are increasingly recognising that employee capability directly influences organisational growth and competitiveness. As such, L&D is not just a training activity any longer but a long-term investment in people, productivity and organisational resilience World Bank, 2022 . This human-focused approach is based on the truth that when employees grow, so does the organisation. The main...

  INTRODUCTION With environmental sustainability the key priority of all countries in the world, organizations are trying to balance the strategic direction between profitability and ecological responsibility. Green HRM is a strategic approach that embeds environmental principles into its human resource policies and practices in response to such growing concerns (Opatha and Arulrajah, 2014) . Green HRM means designing such HR initiatives that promote resource utilization in such a way that encourages sustainable use and enables the development of an environmentally responsible mindset across all organizational functions.  Another important aspect of Green HRM is environmentally-oriented performance management. Employees, as cited by Mandip (2012) , are appraised on their contribution in sustainability-related activities like conserving energy, reducing waste, and adhering to regulatory requirements. Similarly, reward systems are directly connected with environmental performanc...