The Role of Cloud Computing in Contemporary HRM Systems in Sri Lanka

Introduction

Cloud computing has significantly transformed Human Resource Management (HRM) on a global scale, providing organizations with scalable, affordable, and adaptable solutions. In Sri Lanka, cloud-based HRM systems are increasingly recognized as strategic tools that enhance operational efficiency, particularly in competitive industries like apparel, information technology, and finance.

1. Defining Cloud Computing in the Context of HRM

Cloud computing involves delivering computing services—including servers, data storage, networks, databases, and software—via the internet. This allows businesses to access HR applications anytime and from any location (Mell & Grance, 2011). Cloud-based HRM platforms typically support core functions such as payroll, recruitment, training, and performance evaluation through Software as a Service (SaaS) models.

2. Adoption Patterns in Sri Lanka

A growing number of Sri Lankan businesses are transitioning from conventional, on-site HR systems to cloud-based alternatives as part of their digital transformation efforts. Leading companies like MAS Holdings and Dialog Axiata have adopted cloud HR solutions to efficiently manage widely distributed teams (Wijesinghe, 2022).

3. Advantages of Cloud HRM in Sri Lanka

• Cost Savings: Cloud HR platforms eliminate the need for heavy initial investments in IT infrastructure (Gunasekara, 2020).

• Scalability: These systems support business growth by allowing seamless expansion across regions or countries.

• Remote Access: The ability to manage HR functions remotely became essential during and after the COVID-19 pandemic (Fernando & Rajapakse, 2021).

• Integrated Data and Real-Time Analytics: Cloud HRM systems offer real-time insights that support strategic HR decisions and align them with business objectives.

4. Key Challenges

Despite the benefits, several obstacles remain:

• Data Security Issues: Storing sensitive HR data offsite can raise privacy and regulatory concerns.

• Resistance to Technological Change: Cultural and organizational reluctance, especially among small and medium-sized enterprises (SMEs), can hinder adoption (Perera, 2023).

• Limited Internet Access: Poor internet infrastructure in rural areas affects the reliability of cloud services.

5. Strategic Considerations

Integrating cloud computing into HRM allows companies to better manage talent, increase flexibility, and align HR processes more closely with overall business strategy. It also enables innovation in HR service delivery and reinforces HR’s role as a strategic partner within organizations.

Conclusion

For Sri Lankan businesses, adopting cloud-based HRM systems represents more than a tech upgrade—it is a strategic shift. To fully realize the benefits, organizations need to invest in upskilling their workforce, managing organizational change effectively, and enhancing cybersecurity protocols.

References

Analytics Vidhya, 2021. Cloud computing infographic. [image online] Available at: https://cdn.analyticsvidhya.com/wp-content/uploads/2021/07/45207Cloud-1.jpg [Accessed 22 Apr. 2025].

Fernando, S. & Rajapakse, R., 2021. Digital transformation in HRM: A Sri Lankan perspective post-COVID-19. Journal of Management Studies, 15(2), pp.45–59.

Gunasekara, T., 2020. The business case for cloud-based HR systems in emerging economies: Evidence from Sri Lanka. South Asian Business Review, 11(1), pp.33–47.

Mell, P. & Grance, T., 2011. The NIST Definition of Cloud Computing. [online] National Institute of Standards and Technology. Available at: https://nvlpubs.nist.gov/nistpubs/Legacy/SP/nistspecialpublication800-145.pdf [Accessed 22 Apr. 2025].

Perera, N., 2023. Technology adoption in Sri Lankan SMEs: Opportunities and constraints. Colombo Business Journal, 8(1), pp.22–39.

TecHRSeries, 2019. Role of Cloud in HR Management. [image online] Available at: https://techrseries.com/wp-content/uploads/2019/09/TecHR-Primer_-Role-of-Cloud-in-HR-Management-1.jpg [Accessed 22 Apr. 2025].

Wazobia Tech, n.d. Cloud-based HR diagram. [image online] Available at: https://img.wazobia.tech/https://sytbuildr.s3.eu-west-2.amazonaws.com/0406191c-f351-4a58-b164-b9521b3d78c5/Y64tGUkFO1LHDwAjoJW53U39KhgrLcEdZGNppVrT.png?tr=w-1500 [Accessed 22 Apr. 2025].

Wijesinghe, M., 2022. Digital HRM transformation in Sri Lanka’s apparel industry. Sri Lanka Journal of Human Resource Management, 13(1), pp.12–25.

YouTube, 2023. Digital HR transformation in organizations. [video online] Available at: https://youtu.be/9Zvx4WbdX5s?si=AOmXgACBl-65wnHg [Accessed 22 Apr. 2025].

Employee Self-Service (ESS) Through IT in HRM – The Sri Lankan Perspective

Introduction

In Sri Lanka, the adoption of Employee Self-Service (ESS) systems, facilitated by Information Technology (IT), is becoming increasingly common in Human Resource Management (HRM). These digital platforms—accessible via web or mobile devices—allow employees to independently handle various HR tasks, enhancing operational efficiency and organizational transparency.

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ESS Integration in Sri Lankan Organizations

Both public and private entities across Sri Lanka are now embedding ESS functionalities within their broader HR Information Systems (HRIS). Such systems are widely implemented in sectors like banking, telecommunications, government services, and international business operations.

As noted by Gunawardena and Wickramasinghe (2017), organizations in Sri Lanka that have incorporated IT-driven HR practices, including ESS, have experienced notable improvements in employee engagement and administrative effectiveness.

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Main Applications of ESS in Sri Lankan Workplaces

1. Managing Leave and Attendance

• Employees can submit leave requests, monitor balances, and review attendance digitally.

• For instance, Dialog Axiata PLC utilizes a dedicated ESS system for leave and schedule management (Dialog Axiata, 2022).

2. Payroll and Personal Data Access

• Employees are enabled to check payslips, update banking details, and obtain tax-related documents online.

• The Commercial Bank of Ceylon provides its employees with ESS access to payroll and related information (Commercial Bank, 2021).

3. Performance Reviews and Training Programs

• Some organizations incorporate tools for performance evaluations and training via their ESS systems.

• MAS Holdings employs ESS technology to facilitate learning management and performance tracking (MAS Holdings, 2020).

4. Impact of the COVID-19 Pandemic

• The shift to remote work during the pandemic accelerated the adoption of ESS solutions, supporting uninterrupted HR service delivery and easier access for employees (Perera & De Alwis, 2021).

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Advantages and Limitations

 

Advantages

• Operational Efficiency: Streamlined processes reduce time and paperwork.

• Employee Autonomy: Staff have direct control over their HR-related activities.

• Improved Data Accuracy: Minimizes manual entry errors and ensures real-time updates.

Limitations

• Limited Digital Skills: Not all employees, particularly those in remote areas or older age groups, are comfortable using IT tools.

• Resource Constraints: Smaller companies may lack the infrastructure needed for comprehensive ESS deployment.

Conclusion

The implementation of IT-enabled ESS systems is reshaping HRM practices in Sri Lanka, driving a shift toward more streamlined, transparent, and employee-driven processes. As digital transformation continues and remote work becomes more common, ESS adoption is likely to expand across various sectors.

References

Commercial Bank of Ceylon, 2021. Annual Report 2021. [online] Available at: https://www.combank.lk [Accessed 11 Apr. 2025].

Dialog Axiata PLC, 2022. Sustainability Report 2022. [online] Available at: https://www.dialog.lk [Accessed 11 Apr. 2025].

Gunawardena, C. and Wickramasinghe, V., 2017. Information Technology and HRM Effectiveness in Sri Lankan Organizations. Sri Lankan Journal of Management, 22(1), pp.35–50.

MAS Holdings, 2020. Digital Transformation in HRM. [online] Available at: https://www.masholdings.com [Accessed 11 Apr. 2025].

Perera, H. and De Alwis, A., 2021. The Impact of COVID-19 on Digital HRM in Sri Lanka. South Asian Journal of Human Resources, 9(2), pp.112–126.

Qandle Blog, 2025. What is Employee Self-Service (ESS)? How Does It Work? [image] Available at: https://i0.wp.com/www.qandle.com/blog/wp-content/uploads/2025/02/What-Is-Employee-Self-Service-ESS-How-Does-It-Work-scaled.jpeg?w=1024&ssl=1 [Accessed 11 Apr. 2025].

Qandle Blog, 2025. Benefits of Employee Self-Service (ESS). [image] Available at: https://i0.wp.com/www.qandle.com/blog/wp-content/uploads/2025/02/Benefits-of-Employee-Self-Service-ESS-1024x548.jpeg?resize=900%2C482&ssl=1 [Accessed 11 Apr. 2025].

FoxHR, 2021. Benefits of Employee Self-Service. [image] Available at: https://www.foxhr.sa/wp-content/uploads/sites/2/2021/09/benefits-of-Employee-self-service-_V4-1.jpg [Accessed 11 Apr. 2025].

Qandle, 2024. What is Employee Self Service (ESS)? [video] Available at: https://youtu.be/nzDRHPHHP04?si=_cFYljcOBXiZv5R9 [Accessed 11 Apr. 2025].

Data Security and Compliance with the use of Technology in Sri Lanka

 

As Human Resource Management (HRM) functions become increasingly digitized, ensuring data protection and regulatory adherence has emerged as a major concern for businesses in Sri Lanka. The use of Information Technology (IT) in HR processes has significantly improved the handling and organization of employee information. However, this digital transformation has also introduced new challenges related to data security, privacy, and legal compliance. To address these issues, Sri Lanka implemented the Personal Data Protection Act No. 9 of 2022 (PDPA), marking a crucial step toward harmonizing with international standards for data privacy.

HR departments manage a broad range of confidential information, including identity documents, financial details, medical histories, and performance records. With the adoption of digital tools like Human Resource Information Systems (HRIS), the risk of unauthorized access or data misuse increases if sufficient safeguards are not in place. The PDPA requires organizations to apply strong technical and administrative measures to prevent the unauthorized handling, loss, or alteration of personal data (DLA Piper, 2023).

IT plays a critical and multi-layered role in securing HR data. Digital systems help ensure data is stored securely, accessed only by authorized personnel, and transmitted in encrypted formats. In Sri Lanka, modern HRIS solutions offer key features like access control based on user roles, system activity logs, and automatic data backups. These functionalities help organizations align with the PDPA’s requirements, including obtaining informed consent, ensuring data accuracy, and enabling timely data removal when necessary (MiHCM, 2023).

In addition, cloud-based HR platforms offer businesses scalable, cost-efficient ways to meet compliance demands. However, they also raise concerns about data jurisdiction and cross-border data handling. The PDPA includes provisions that apply to international vendors processing data of Sri Lankan individuals, making it essential for businesses to confirm that their cloud service providers follow strong data protection and legal standards (DLA Piper, 2023).

HR professionals now play a vital role in maintaining compliance and managing data securely. They are tasked with establishing internal policies that reflect PDPA principles, raising awareness about data rights, and overseeing secure data-handling practices. As noted by Wijesinghe and Wickremeratne (2020), collaboration between HR, legal, and IT departments is key to building a culture of compliance. Essential practices include running employee training, implementing privacy policies, and conducting regular compliance checks.

Nonetheless, small and medium enterprises (SMEs) in Sri Lanka face difficulties such as limited financial resources, insufficient IT infrastructure, and a lack of legal expertise. Addressing these challenges requires affordable technological solutions and proactive government support through education and policy guidance.

Conclusion

IT significantly enhances data protection and supports legal compliance in HRM within the Sri Lankan context. The PDPA emphasises the importance of transparent, secure, and compliant data practices. By leveraging technology and engaging HR professionals in strategic data governance, organisations can meet legal standards and build trust with their workforce.

References

CyberWire. (2021). Data privacy and protection [video]. YouTube. Available at: https://youtu.be/N8xEgSe5RwE?si=85ak2gE2kHE5RPXD [Accessed 10 Apr. 2025].

DLA Piper. (2023). Data protection laws in Sri Lanka. [online] Available at: https://www.dlapiperdataprotection.com/index.html?c=LK&t=law [Accessed 10 Apr. 2025].

eLabNext. (n.d.). Data security [image]. Available at: https://cdn.prod.website-files.com/6616a97b987b13e0a3734972/67605d1c03671618c10e14e9_data-security-eLabNext.jpg [Accessed 10 Apr. 2025].

MiHCM. (2023). HR compliance checklist: A comprehensive guide. [online] Available at: https://mihcm.com/resources/blog/hr-compliance-checklist-a-comprehensive-guide/ [Accessed 10 Apr. 2025].

Unknown author. (n.d.). Data protection visual concept [image]. Available at: https://encrypted-tbn0.gstatic.com/images?q=tbn:ANd9GcRgEM1Ilq8TfIIWCjmrD4py91rAbmb5Ro3ODMRRtG7UDJ83efTgi_SYdsP7N8xHePnyf-Q [Accessed 10 Apr. 2025].

Wijesinghe, P.R.D. and Wickremeratne, H.G.M., (2020). The role of human resources professionals on the General Data Protection Regulation. International Journal of Scientific and Research Publications, 10(8), pp.707–711. https://doi.org/10.29322/IJSRP.10.08.2020.p10

Payroll and Compensation in Human Resource Management (HRM) Through Technological Advancements in Sri Lanka

Introduction

Payroll and compensation represent core functions within Human Resource Management (HRM), involving the systematic handling of employee remuneration, benefits, and adherence to labor regulations. In the Sri Lankan context, the incorporation of technology into these domains has notably improved both efficiency and accuracy.

Technological Advancements in Payroll and Compensation

The implementation of electronic Human Resource Management (e-HRM) systems has modernized conventional HR operations by automating processes such as salary management, attendance monitoring, and benefit allocation. This digital transition enables HR practitioners to concentrate on strategic planning rather than being confined to routine administrative responsibilities (De Alwis, 2015).

Advantages of Technological Integration

• Improved Accuracy and Efficiency: Automation minimizes the possibility of human error and accelerates payroll processing, leading to prompt and accurate salary payments (De Alwis, 2015).

• Regulatory Compliance: Payroll applications support companies in meeting local employment laws by accurately calculating deductions such as the Employees’ Provident Fund (EPF) and Employees’ Trust Fund (ETF) (Gallery HR, 2024).

• Enhanced Data Security: Technologically advanced HR systems provide secure digital environments for sensitive employee information, thereby reducing the risk of data breaches (De Alwis, 2015).

Barriers to Technological Implementation

Despite the clear advantages, organizations in Sri Lanka encounter several challenges when adopting HR technologies:

• High Setup Costs: Establishing HR Information Systems (HRIS) can be financially demanding, particularly for small and medium-sized enterprises (SMEs) (De Alwis, 2015).

• Resistance to Change: Employees may resist the transition to automated systems due to familiarity with traditional methods (De Alwis, 2015).

• Lack of Technical Skills: A shortage of internal IT expertise may hinder the effective implementation and management of such technologies (De Alwis, 2015).

Local Innovations and Technological Solutions

To overcome these hurdles, various Sri Lankan firms have introduced HRM solutions tailored to the local business environment:

• SERP HRM: Provides flexible payroll platforms that integrate functionalities such as attendance monitoring and leave tracking (SERP HRM, n.d.).

• MiHCM: Offers scalable, cloud-based payroll and HR solutions that cater to businesses of different sizes and support workforce management (MiHCM, n.d.).

• Better HR: Delivers an all-in-one HRIS with features like employee database management and performance evaluations, all in alignment with Sri Lankan labor policies (Better HR, n.d.).

Conclusion

The infusion of technology into payroll and compensation functions has modernized HRM in Sri Lanka, fostering better regulatory compliance, improved data security, and operational efficiency. While certain obstacles remain, the emergence of localized digital solutions highlights the transformative potential of technology within the HR landscape.

References 

Better HR (no date) Leading HR & Payroll Software in Sri Lanka. Available at: https://betterhr.io/en-lk/ (Accessed: 10 April 2025).

De Alwis, A.C. (2015) ‘The impact of electronic human resource management on the role of human resource managers’, ResearchGate. Available at: https://www.researchgate.net/publication/278849986_The_impact_of_electronic_human_resource_management_on_the_role_of_human_resource_managers (Accessed: 10 April 2025).

Gallery HR (2024) Payroll Processing in Sri Lanka | Best Payroll Software & Outsourcing. Available at: https://galleryhr.com/blogs/hr-blog-resources-insights/payroll-processing-sri-lanka?srsltid=AfmBOoqo_MR9peMpFmU4n4fU-mp9vil9couT_t2IEEQ9ngi0n9uq5Mfg (Accessed: 10 April 2025).

Ignite HCM (no date) Implementing Next-Gen Payroll: Your Roadmap to the Future [Image]. Available at: https://www.ignitehcm.com/hs-fs/hubfs/Implementing%20Next-Gen%20Payroll_%20Your%20Roadmap%20to%20the%20Future.jpg (Accessed: 10 April 2025).

MiHCM (no date) Best HR & Payroll System in Sri Lanka. Available at: https://mihcm.com/en-lk/ (Accessed: 10 April 2025).

Research Leap (2021) [Infographic on HR trends] [Image]. Available at: https://researchleap.com/wp-content/uploads/2021/07/7.png (Accessed: 10 April 2025).

SERP HRM (no date) Payroll System in Sri Lanka. Available at: https://www.serphrm.com/ (Accessed: 10 April 2025).

Softnet (2024) [Image: Payroll system interface in Sri Lanka]. Available at: https://accsoft.lk/wp-content/uploads/2024/07/Untitled-design-2024-07-09T152629.034-1024x691.jpg (Accessed: 10 April 2025).

YouTube (2024) Digital HR & Payroll Transformation in Sri Lanka [Video]. Available at: https://youtu.be/3Ce5ylwV7K4?si=3o6H1leX5BztIMOv (Accessed: 10 April 2025).

Remote work management in Sri Lanka with the use of Technology

Introduction

The rise of remote work has brought major changes to Human Resource Management (HRM) globally. In Sri Lanka, this shift became more prominent following the COVID-19 pandemic, prompting a stronger dependence on digital solutions to manage workforce-related tasks. As a result, HR departments have been compelled to revise their approaches by incorporating technology to streamline activities such as recruitment, employee engagement, training, and performance evaluation.

Technology-Driven HRM in Remote Settings

As remote work gained momentum, Sri Lankan companies began to adopt various technological platforms to facilitate HR operations. Tools such as Human Resource Information Systems (HRIS), cloud-based payroll applications, virtual communication software like Microsoft Teams and Zoom, and systems for performance management have become critical (Fernando & Perera, 2021). These technologies support HR teams in monitoring employee performance, maintaining clear communication, and ensuring productivity across remote teams.

In addition, platforms like Moodle and Google Classroom are increasingly used for remote learning and development, ensuring that staff can continue their professional growth without needing to be physically present (Jayasinghe, 2022).

Advantages of Technological Integration

Digital tools in HRM contribute to greater flexibility, quicker access to information, and more agile decision-making. They also help increase employee satisfaction by offering flexible working hours and supporting a healthier work-life balance (Wickramasinghe & Wijesundara, 2020). Performance assessment tools used remotely also allow for more accurate and fair evaluations, reducing human bias.

Further, artificial intelligence (AI) and data analytics play a growing role in predicting workforce trends, measuring employee engagement, and identifying risks such as turnover, which are essential elements of effective HR strategy (Perera & Abeysekera, 2022).

Challenges in the Sri Lankan Environment

While technology offers many advantages, its adoption in HRM across Sri Lanka comes with specific challenges. These include weak ICT infrastructure in certain regions, uneven internet access, and reluctance among older workers to embrace new systems (Kariyawasam, 2021). As more personal and professional data is stored digitally, concerns about cybersecurity and privacy also intensify.

To overcome these barriers, organizations need to bridge the digital divide by offering training and ensuring that employees are equipped to use modern HR technologies efficiently (Fernando & Perera, 2021).

Conclusion

Remote working is now a core part of Sri Lanka’s evolving workplace landscape. The effective use of technology in HRM has helped businesses maintain operations, enhance productivity, and boost employee satisfaction. However, to ensure long-term success, investment in digital tools, employee training, and data security is essential. With the right strategies, Sri Lankan companies can continue to grow and adapt in a digitally driven post-pandemic world.

References

AVer, n.d. Remote work stats cover. [image] Available at: https://www.aver.com/upload/Expert/57/AVer-Experts-Remote-work-stats-cover.jpg [Accessed 10 Apr. 2025].

Fernando, M. & Perera, H., 2021. The impact of digital HRM practices on employee performance in the Sri Lankan IT sector. Journal of Human Resource and Sustainability Development, 9(3), pp.145–156.

Flexi Personnel, 2020. Remote work illustration. [image] Available at: https://www.flexi-personnel.com/wp-content/uploads/2020/06/shutterstock_1465308281-1024x613-1024x585.jpg [Accessed 10 Apr. 2025].

Jayasinghe, M., 2022. Artificial Intelligence and the future of HRM in Sri Lanka. Sri Lankan Journal of Management Studies, 4(1), pp.30–42.

Kariyawasam, N., 2021. Barriers to digital transformation in HRM: A Sri Lankan perspective. Asian Journal of Human Resources, 7(2), pp.115–128.

Perera, S. & Abeysekera, R., 2022. Leveraging technology for strategic HRM in post-COVID Sri Lanka. Colombo Business Journal, 13(1), pp.22–37.

Tech Research Online, 2021. Remote work infographic. [image] Available at: https://techresearchonline.com/wp-content/uploads/2021/02/feature-5.webp [Accessed 10 Apr. 2025].

TEDx Talks, 2020. The future is remote | Sharon Koifman | TEDxSaclay. [video] Available at: https://youtu.be/gracIS3FP3Y?si=AbidpxBSDU34yA5_ [Accessed 10 Apr. 2025].

Wickramasinghe, V. & Wijesundara, C., 2020. Remote working in Sri Lanka: Challenges and implications for HRM. South Asian Journal of Human Resources, 8(2), pp.201–215.

The Impact of Technology on Learning and Development in HRM

 

As digital transformation continues to reshape workplaces globally, Sri Lanka is witnessing a notable shift in how organizations approach Learning and Development (L&D) within Human Resource Management (HRM). The integration of digital tools—ranging from online learning platforms to AI-driven analytics—is driving improvements in training delivery, learner engagement, and skill development.

1. Rise of E-Learning and Online Training

Improved ICT infrastructure has paved the way for a surge in e-learning adoption across Sri Lankan businesses. Learning Management Systems (LMS) have become essential tools, offering scalable, flexible, and cost-efficient training solutions. Post-pandemic, these platforms have been particularly valuable in supporting remote and hybrid learning environments (Herath & Ranasinghe, 2021).

2. Immersive Learning Through Virtual Reality

Although still emerging, Virtual Reality (VR) is being explored by industries such as hospitality and manufacturing for employee training. These simulations allow learners to practice real-world scenarios in a virtual setting, enhancing hands-on experience without real-world risks (Fernando & Perera, 2020).

3. Growth of Mobile Learning

The widespread use of smartphones in Sri Lanka has accelerated the shift toward mobile learning (m-learning). Mobile-friendly content and dedicated apps now allow employees to engage in learning at their own pace and convenience, fostering continuous learning and increased accessibility (Wickramasinghe, 2022).

4. Leveraging AI and Data Analytics

Advanced technologies such as AI and data analytics are beginning to shape personalized learning experiences. By tracking performance and engagement metrics, HR professionals can fine-tune training strategies, making them more relevant and results-driven (Gunawardena et al., 2021).

5. Challenges and Future Potential

Despite these advancements, organizations still face challenges including low digital literacy, inconsistent internet access in rural areas, and generational resistance to technology. Nevertheless, national initiatives promoting digital inclusion and infrastructure development offer hope for more widespread technological integration in the future (ICTA, 2023).

Conclusion

Technology is rapidly redefining the L&D landscape in Sri Lanka’s HRM sector. From online platforms to AI-enabled insights, these tools are not only improving the efficiency of training programs but also fostering a more agile and responsive workforce. While some barriers remain, ongoing digital transformation efforts continue to unlock new opportunities for professional growth and organizational development.

References

·       Acadecraft, 2023. Training and Development. [image] Available at: https://www.acadecraft.com/blog/uploads/blog/2023/11/Training_and_Developmentwebp.webp [Accessed 5 Apr. 2025].

·       Expertshare, 2022. Best E-learning Platforms. [image] Available at: https://expertshare.live/wp-content/uploads/2022/05/Best-Elearning-Platforms.jpg.webp [Accessed 5 Apr. 2025].

·       Fernando, L. & Perera, S., 2020. Exploring the use of virtual reality for employee training in Sri Lanka’s hotel industry. Journal of Tourism and Services, 11(21), pp.34–50.

·       Gunawardena, H., Jayasinghe, A. & Rathnayake, R., 2021. The role of artificial intelligence in employee training in Sri Lankan enterprises. International Journal of HRM Studies, 3(2), pp.12–28.

·       Herath, H.M. & Ranasinghe, R., 2021. E-learning adoption in Sri Lankan corporate sector: A study on employee perception. Sri Lankan Journal of Human Resource Management, 11(1), pp.67–80.

·       ICTA (Information and Communication Technology Agency of Sri Lanka), 2023. Digital Transformation in Sri Lanka: Strategy 2023–2027. [online] Available at: https://www.icta.lk [Accessed 5 Apr. 2025].

·       LinkedIn, 2024. Cover image of article on professional training. [image] Available at: https://media.licdn.com/dms/image/v2/D4D12AQFAH7EHT9URBw/article-cover_image-shrink_720_1280/article-cover_image-shrink_720_1280/0/1708719304539?e=2147483647&v=beta&t=T3hMFJwhgxL_2K5vmgpnF0ZzhQX4tsQWZvNx6PuQtFQ [Accessed 5 Apr. 2025].

·       Wickramasinghe, V., 2022. Mobile learning for professional development in Sri Lanka: A HRM perspective. South Asian Journal of Human Resource Management, 9(2), pp.115–132.

·       YouTube, 2024. Digital Training Tools in the Workplace [video] Available at: https://www.youtube.com/watch?v=dPX4bu7lnSo&t=126s [Accessed 5 Apr. 2025].