People and Organization

  Introduction People analytics is reshaping Human Resource Management by enabling data-driven decision-making. In Sri Lanka, this approach is increasingly adopted by large organizations seeking to improve workforce performance and retention. The Harvard HRM Model (Beer et al., 1984) emphasizes aligning HR policies with organizational outcomes. People analytics provides the empirical foundation for this alignment by offering insights into employee behavior, engagement, and productivity. For example, MAS Holdings uses workforce data to monitor employee performance and reduce turnover. Predictive analytics is particularly valuable in Sri Lanka’s apparel industry, where high attrition rates pose a challenge. By analyzing absenteeism and engagement patterns, HR managers can proactively address retention issues. This reflects a shift from reactive to strategic HRM. However, the rise of analytics also raises ethical concerns. Employee surveillance and data privacy are critical issues, es...

    Introduction Artificial Intelligence (AI) is rapidly transforming Human Resource Management practices across the globe, and Sri Lanka is beginning to embrace this shift. AI-driven HRM refers to the use of intelligent systems to automate, enhance, and optimize HR functions such as recruitment, performance management, and employee engagement. In Sri Lanka, sectors like banking, apparel, and IT are at the forefront of this transformation. From a theoretical standpoint, the Resource-Based View (RBV) (Barney, 1991) suggests that organizations achieve competitive advantage through valuable and inimitable resources. AI enhances human capital by enabling more accurate talent identification and decision-making. For instance, organizations such as Commercial Bank of Ceylon are increasingly digitizing recruitment processes, reducing time-to-hire and improving candidate experience. AI-powered tools, including chatbots and applicant tracking systems, offer efficiency and scal...