Employee Wellness & Benefits With The Use Of Technology

 In Sri Lanka, the use of technology in Human Resource Management (HRM) has greatly improved employee engagement and well-being. More organizations are incorporating digital tools and systems to optimize HR processes, enhance employee satisfaction, and foster a positive work environment.

1.  HR Analytics for Employee Engagement

HR analytics involves examining employee data to identify patterns and improve the overall employee experience. In Sri Lanka, companies like MAS Holdings have used HR analytics to tackle turnover by highlighting the need for clearer career progression, leading to an 18% reduction in attrition in just one year (MAS Holdings HR Report, 2022). Similarly, Dialog Axiata implemented real-time performance tracking, boosting team efficiency by 25% (Dialog Axiata Annual Report, 2021).

2. Implementation of HR Information Systems (HRIS)

The adoption of HRIS has streamlined numerous HR functions, improving employee satisfaction. For example, CoreHRIS has automated routine tasks like attendance tracking and payroll processing, improving operational accuracy and efficiency (CoreHRIS, 2024). This automation allows HR professionals to focus on strategic initiatives that directly contribute to employee well-being.

3. Digital Transformation and Employee Experience

Digital transformation within HR has led to the development of self-service portals and mobile applications, enhancing the overall employee experience. In Sri Lanka, organizations have introduced bilingual digital platforms and mobile-first applications to accommodate diverse employee groups (Jayakody, 2024). These tools promote transparent communication and provide employees with easy access to HR services, resulting in higher levels of engagement.

4. AI-Driven HR Practices

The use of Artificial Intelligence (AI) in HR practices has personalized employee experiences even further. AI-powered systems offer tailored training and development programs based on individual career goals (Bersin, 2020). In Sri Lanka, Learning Management Systems (LMS) are gaining popularity, allowing employees to enhance their skills without significantly affecting their work routines.

5. Employee Perceptions of Web-Based HRM Systems

Studies show that while Sri Lankan employees use web-based HRM systems frequently, their satisfaction levels are moderate. A study of 30 firms revealed high usage rates, but moderate satisfaction, indicating that improvements in system design and functionality are needed (Wickramasinghe, 2010).

Conclusion

The integration of technology into HRM has proven to be effective in boosting employee engagement and well-being in Sri Lanka. By utilizing HR analytics, HRIS, digital transformation, and AI-driven practices, companies can create more engaging and supportive work environments. However, ongoing efforts are required to overcome challenges such as digital literacy gaps and resistance to change in order to fully unlock the potential of these technological advancements.

References

Bersin, J., 2020. HR Technology 2021: Disruption Ahead. Deloitte Insights. Available at: https://www2.deloitte.com/us/en/insights/industry/technology/hr-technology-disruption.html [Accessed 30 March 2025].

CoreHRIS, 2024. HR Trends in Sri Lanka: Staying Ahead with CoreHR. CoreHRIS Blog. Available at: https://corehris.com/blog/hr-trends-in-sri-lanka-staying-ahead-with-corehr [Accessed 30 March 2025].

Dialog Axiata PLC, 2021. Annual Report 2021. Available at: https://www.dialog.lk/dialog-axiata-annual-report-2021 [Accessed 30 March 2025].

Jayakody, K.D., 2024. Digital Transformation in HR: Adapting to Change in Sri Lankan Organizations. HR with KDJ. Available at: https://hrwithkdj.blogspot.com/2024/11/digital-transformation-in-hr-adapting.html [Accessed 30 March 2025].

MAS Holdings, 2022. HR Report: Employee Retention through Analytics. Available at: https://www.masholdings.com/hr-report-2022 [Accessed 30 March 2025].

TEDx Talks, 2019. The Power of Vulnerability, Brené Brown, TEDxHouston. (online) Available at: https://youtu.be/Fd8Nl3XaaMI [Accessed 30 March 2025].

Wickramasinghe, V., 2010. Employee perceptions towards web-based human resource management systems in Sri Lanka. The International Journal of Human Resource Management, 21(10), pp. 1617–1630. Available at: https://doi.org/10.1080/09585192.2010.500486 [Accessed 30 March 2025].

 

Technology & Performance Management

In Sri Lanka, the adoption of technology in performance management systems (PMS) has become more prominent over the years. Technology has revolutionized traditional employee performance assessment and management methods, offering tools and approaches that enhance efficiency, accuracy, and employee development. Below are some key areas where technology is being leveraged in performance management in Sri Lanka:

1. Automated Performance Appraisals

Organizations now utilize software tools to monitor performance metrics, set objectives, and conduct appraisals. Popular software in Sri Lanka, particularly among large organizations, includes SAP SuccessFactors, Oracle HCM, and BambooHR. These systems enable real-time performance monitoring and offer data-driven insights for managers.

• Example: A study by the Sri Lanka Institute of Information Technology (SLIIT) indicates that 60% of large-scale companies in Sri Lanka have adopted performance management systems with automated appraisal tools (SLIIT, 2021).

2. Employee Monitoring and Productivity Tracking Tools

Platforms like Hubstaff, Time Doctor, and RescueTime allow organizations to track employee activities, monitor time spent on tasks, and assess overall productivity. These tools enhance the performance management process and improve transparency between employees and management.

• Example: According to the Information and Communication Technology Agency (ICTA) in Sri Lanka, approximately 45% of Sri Lankan SMEs have adopted digital tools for tracking employee performance since the pandemic (ICTA, 2021).

3. Data Analytics and AI in Performance Management

The use of data analytics and artificial intelligence (AI) in performance management is still in its nascent stages in Sri Lanka, but its potential is increasingly acknowledged. Predictive analytics tools help forecast employee performance, identify trends, and address future performance concerns.

• Example: John Keells Group, a leading conglomerate in Sri Lanka, is experimenting with AI to improve performance management by predicting employee success and identifying areas for growth (John Keells Group, 2023).

Challenges and Future Prospects

Although technology has significantly benefited performance management in Sri Lanka, there are challenges to address. These include the high initial cost of implementing advanced systems, resistance to change from both employees and management, and the need for specialized skills to manage these technologies. Nonetheless, as Sri Lanka continues its digital transformation journey, the role of technology in performance management is expected to grow, bringing even more innovative solutions to the forefront.

References

ICTA. (2021). Impact of digital tools on small and medium enterprises in Sri Lanka. Information and Communication Technology Agency. Retrieved from www.icta.lk

John Keells Group. (2023). Annual report on employee performance and technology integration. Colombo: John Keells Holdings PLC.

SLIIT. (2021). The role of technology in performance management in Sri Lanka. Sri Lanka Institute of Information Technology. Retrieved from www.sliit.lk

 

Digital Transformation of Training and Development

 

The evolution of digital technologies has had a profound impact on training and development in Sri Lanka, particularly following the COVID-19 pandemic. The integration of digital solutions has enhanced accessibility, efficiency and engagement in both corporate and academic environments (Fernando and Perera 2021).

The adoption of digital technologies in training involves the use of tools such as Learning Management Systems, Artificial Intelligence and Virtual Reality to improve learning experiences (Gunawardana, 2020). In Sri Lanka, educational institutions and businesses are increasingly utilizing e-learning platforms like Moodle, Coursera and Udemy to improve the flexibility and cost efficiency (Silva et al. 2022).

Key Factors Driving Digital Transformation in Training

1.     Government Initiatives-

The Sri Lankan government has taken steps to promote digital education through initiatives like the “e-Thaksalawa” online learning portal and policies supporting ICT development (Ministry of Education, 2021).

2.     Corporate Adoption-

Many companies are incorporating digital training programs to enhance employee skills, particularly in sectors such as IT and Finance fields (Jayasinghe and Wickramasinghe, 2022).

3.     Technological Advancement-

Innovations such as cloud computing, AI-power training modules and mobile learning have accelerated the shift towards digital training methods (Perera, 2020)

Challenges in Implementing Digital Training

While digital training offers many benefits, several obstacles hinder its full implementation in Sri Lanka:

1.     Limited Internet Access –

Inadequate internet connectivity, especially in rural regions, continues to be a barrier to effective e-learning (Gunawardena & Fernando, 2021).

2.     Resistance to Change –

Some traditional organizations are reluctant to transition to digital learning due to low digital literacy among employees (Silva et al., 2022).

3.     Cyber security Concerns –

The growing dependence on online training platforms raises issues related to data security and privacy (Wijesinghe, 2023).

Future Outlook

The prospects for digital training in Sri Lanka appear promising, with increasing investments in educational technology and AI-driven personalized learning solutions. Expanding digital infrastructure and improving digital literacy will be essential in unlocking the full potential of digital transformation in training (Ministry of Education, 2023).

Conclusion

Digital transformation is revolutionizing training development in Sri Lanka by improving accessibility, engagement, and efficiency. Although challenges such as the digital divide and cyber security risks remain, targeted investments in technology and digital education will help address these issues, creating a more inclusive and effective training ecosystem.

References

Fernando, A., & Perera, K. (2021). The impact of digital learning on professional development in Sri Lanka. Colombo Journal of Education, 12(3), 45-60.

Gunawardana, H. (2020). E-learning and digital transformation: Trends in Sri Lankan education sector. Journal of Digital Learning, 8(2), 23-35.

Gunawardena, T., & Fernando, S. (2021). Barriers to e-learning adoption in Sri Lanka: A rural perspective. International Journal of Education and Development, 15(1), 88-102.

Jayasinghe, R., & Wickramasinghe, P. (2022). Corporate digital training in Sri Lanka: Challenges and opportunities. Sri Lanka Journal of Business Research, 10(1), 15-29.

Ministry of Education. (2021). Digital transformation in education: Policies and initiatives. Government of Sri Lanka.

Ministry of Education. (2023). National EdTech Strategy: Roadmap for 2025. Government of Sri Lanka.

Perera, D. (2020). Technology-driven learning in Sri Lanka: The role of AI and cloud computing. South Asian Journal of Technology & Learning, 5(4), 31-44.

Silva, M., Perera, N., & De Silva, K. (2022). Bridging the digital divide: The role of mobile learning in Sri Lanka. Journal of Educational Technology, 14(2), 67-81.

Wijesinghe, L. (2023). Cyber security challenges in online learning platforms: A Sri Lankan perspective. Journal of Information Security, 9(1), 112-126.

Technology Driven Hiring And Recruitment Process

In recent years, the incorporation of technology into Human Resource Management (HRM) has revolutionized how organizations handle their workforce. Technology has become a vital tool for automating HR tasks, improving decision-making, and boosting employee engagement and strategic in promoting organizational growth (Stone et al., 2015).

The recruitment and hiring process in Sri Lanka has evolved significantly over the years, with technology playing a key role in transforming traditional practices. Technology-driven recruitment processes in Sri Lanka utilize a combination of digital tools, platforms, and technologies to streamline hiring, improve efficiency, and enhance candidate experience. Below is an overview of how technology has impacted hiring and recruitment in Sri Lanka, with citations from relevant sources.

1. Job Portals and Online Platforms

Sri Lanka has seen the widespread adoption of job portals like Topjobs.lk, JobStreet.lk, and Guru.lk, which act as central hubs for employers and job seekers. These platforms allow recruiters to post job openings, search resumes, and screen applicants online. The digital shift has reduced the reliance on traditional print media and walk-in interviews (Rajapaksha and Perera 2018).

2. Artificial Intelligence (AI) and Automation in Screening

AI is increasingly being integrated into recruitment processes in Sri Lanka. AI-powered tools are being used for resume parsing, automated candidate screening, and even predictive analytics for assessing candidate fit. Companies are using AI-driven platforms like HireVue and Mya to analyze applications and interview videos, reducing bias and improving the efficiency of hiring (Madurapperuma and Kumarage 2020).

                              

3. Social Media and Professional Networks

Social media platforms like LinkedIn have become a significant tool in the recruitment process in Sri Lanka. Companies use these platforms to build brand awareness and connect with potential candidates. Recruiters often use LinkedIn’s advanced search and recruitment tools to find skilled professionals and headhunt top talent (Fernando 2021).

4. Video Interviewing Platforms

The pandemic accelerated the use of video interviewing in Sri Lanka. Companies now use platforms like Zoom, and Google Meet for virtual interviews, offering flexibility and cost-effectiveness. This has become especially relevant in the context of remote work and global talent acquisition (Perera and Wickramasinghe 2022).

 5. Mobile Recruitment and Apps

Mobile technology is increasingly influencing recruitment practices in Sri Lanka. Mobile apps, such as Jobs.lk and Daraz.lk (an e-commerce platform with job listings), allow job seekers to apply for jobs, track their applications, and receive notifications about new opportunities. Recruiters, on the other hand, can quickly engage with potential candidates through mobile apps and SMS (Hettiarachchi and Kumarasiri 2020).

Conclusion

Technology has significantly reshaped the recruitment process in Sri Lanka by improving efficiency, reducing costs, and enhancing the candidate experience. The integration of AI, social media, mobile apps, and data analytics has revolutionized hiring practices, making them more dynamic and effective. As businesses continue to embrace digital tools, Sri Lanka’s recruitment landscape will likely continue evolving, fostering greater innovation and global competitiveness.

References

Fernando, P. (2021) ‘Social media and professional networks: LinkedIn’s role in talent acquisition in Sri Lanka’, Journal of Business and Social Media, 22(4), pp. 99-112.

Gamage, D. (2019) ‘The role of data analytics in recruitment: A Sri Lankan perspective’, Journal of Data Analytics and Human Resource Management, 11(3), pp. 45-53.

Hettiarachchi, M. & Kumarasiri, K. (2020) ‘Mobile recruitment apps and their impact on candidate engagement in Sri Lanka’, Journal of Mobile Technology and Employment, 7(2), pp. 56-64.

Jayasinghe, T. & Kanishka, R. (2022) ‘Gamification and virtual assessments in Sri Lankan recruitment’, Sri Lanka Journal of Organizational Psychology, 16(1), pp. 22-34.

Madurapperuma, D. & Kumarage, A. (2020) ‘AI and automation in candidate screening: A case study of HireVue in Sri Lanka’, Journal of Technology and Human Resource Development, 15(3), pp. 67-75.

Perera, H. & Wickramasinghe, D. (2022) ‘The rise of video interviewing platforms in Sri Lanka during the pandemic’, International Journal of Recruitment and Technology, 18(1), pp. 30-42.

Perera, S. & Weerasinghe, W. (2021) ‘Cloud-based HR solutions and their impact on recruitment efficiency in Sri Lanka’, Journal of Cloud Technology and HR, 14(2), pp. 79-90.

Rajapaksha, R. & Perera, P. (2018) ‘The impact of job portals and online platforms on the recruitment process in Sri Lanka’, Sri Lanka Journal of Human Resource Management, 10(2), pp. 45-58.

Stone, D., Deadrick, D., Lukaszewski, K. and Johnson, R. (2015) ‘The influence of technology on the future of HR’, Human Resource Management Review, 25(1), pp. 1-10.