Rangana Dilshan

  "Work-life balance, can be defined as an individual's ability to meet their work and family commitments, as well as other non-work responsibilities and activities." (Thomas, 2021) Work-life balance has always been an issue when employees began to work out of the home. Increased responsibilities at work, having to work for longer hours and having more responsibility at home may lead to a poor work-life balance. Maintaining a healthy work-life balance is important for health and relationships as well as it helps to improve employee productivity and overall performance. In addition to the relationship between work and family activities, WLB involves relaxation, vacation, sports and personal development.   Flexible work arrangements and work-life balance Most companies are facilitating flexible work arrangements for their workers and that holistically impacts WLB of the employees. When there is a flexible working arrangement employees can change their working hours

Employees are the most important asset in any kind of organization. So there should be a good relationship between the employer and employee to achieve the organizational objectives. As a result of the difference between the employee’s expectations and management practices, grievances may happen. Rose (2004) defines a grievance as "any dissatisfaction with work and the workplace expressed in a formal manner to the employee's immediate supervisor."   Most grievances harm employee performance if management fails to resolve them on time. So that it is essential to have an effective grievance management system to improve employee loyalty and commitment as well as organizational productivity and performance. Causes of Grievances 01. Economic Most of the employees are working for the salary. If they feel like they are paid less than others, they may request a salary adjustment. That may include bonuses, overtime payments, medical claim facility, transport allowance and perf

  Today, globalization, innovations and technological changes are greatly influencing the business environment. To survive in this changing and challenging environment organizations should build their core competencies and sustain their competitive advantages. Organizational learning is the most widespread and fastest-growing of intervention in HRD practice to lead organization effectiveness in the past decade. (Cummings & Worley, 2005) A learning culture is a type of organizational culture that integrates with organizational learning. What is learning culture? Reynolds (2004) describes a learning culture as a ‘growth medium’, which will ‘encourage employees to commit to a range of positive discretionary behaviors, including learning’ and which has the following characteristics: empowerment not supervision, self-managed learning not instruction, long-term capacity building not short-term fixes.   Top management should know the value of learning and development, to perform a l

  The phrase “the war for talent” was introduced by Steven Hankin of McKinsey & Company and this concept was then explored in the book written by Ed Michaels, Helen Handfield-Jones, and Beth Axelrod who were the consultants at McKinsey. "The War for Talent is a competition among organizations to attract, retain and develop the most skilled and capable employees."  (herohunt, 2023) Challenges associated with the war for talent As a result of global economic expansion, skilled workers have the opportunity to consider and apply for vacancies that are available globally. The demand for skilled workers is ever-growing, most jobs require special skill sets, educational qualifications and competencies. But however, this demand for talent cannot be met as there is a shortage of a skilled workforce (Gap between HR demand and HR supply). Organizations are therefore forced to compete in order to capture talent from a limited pool of highly skilled and qualified employees.       

Why do people work? Majority of the workforce would answer this question with; ‘to make money’. As a human being in this heavily competitive job market, we need money to satisfy our basic needs and wants.   Sri Lankan Labor force Since the year 2013, in Sri Lanka, all persons of age 15 years and above are considered as the working age population. Sri Lanka’s 15 years and over population rounds up to 17,133,659, and as per the table below, out of that, 49.9% is part of the labor force.                                                                                         (Department of Census and statistics, 2021, III)                                                                                                                                                                                                                                                     From this 49.9%, 57.3% of the labor is working in either the public or private sector as company workers.