PEOPLE AND ORGANIZATION - MN7234ES

  Introduction Key Performance Indicators (KPIs) were never designed to be tools of judgment, rewards, or punishment. Their true purpose is to create clarity, guide improvement, and drive organisational learning. However, in many Sri Lankan industries such as manufacturing, banking, public sector operations, and even logistics KPIs are frequently used only at the end of the year to justify increments, bonuses, or disciplinary actions. This reactive approach undermines their strategic value and creates fear rather than improvement. KPIs as a Learning and Improvement Tool KPIs should function as continuous feedback mechanisms that help individuals and teams understand whether they are progressing toward strategic objectives. According to Armstrong (2020), KPIs support performance by making expectations measurable and enabling constructive conversations between employees and leaders. When treated as a developmental tool, KPIs help employees identify skill gaps, resource needs, and...

  What is Psychological Safety? Psychological safety is the belief that one can express themselves freely without fear of negative consequences. It’s also referred to as a culture of rewarded vulnerability. In a psychologically safe environment, team members feel safe to take risks, be vulnerable, and share their ideas without fear of ridicule or rejection (LeaderFactor, 2024). In essence, psychological safety is the foundation for a successful team. Teams that lack psychological safety are more prone to fail due to issues such as mistrust, lack of collaboration, and low morale. They are operating out of fear and are usually in survival mode. No team can innovate or create competitive advantage in that kind of culture.   Why Psychological Safety Matters ? Teams that feel psychologically safe are more engaged, more innovative, and faster at solving problems. When employees know their voices matter, they contribute diverse perspectives, challenge outdated assumptions, a...

  Introduction A well-structured reward and recognition system is a crucial component of an effective employee performance management framework. In Sri Lanka’s public and private sectors where job pressures, resource limitations, and high service expectations are common and proper recognition plays an essential role in enhancing productivity, commitment, and employee well-being.   Role of Reward Management Non-monetary elements such as career guidance, skill development opportunities, and meaningful recognition can significantly influence long-term job satisfaction. Armstrong (2014) explains that reward management is designed to fairly and consistently acknowledge individual contributions to departmental and organisational goals. When implemented effectively, these systems create a strong link between performance and organisational success.   Impact of Rewards on Employee Motivation Rewards have a powerful effect on motivating employees to contribute innovat...

  Introduction A structured employee performance management system (PMS) is vital for aligning individual contributions with organisational goals. In today’s competitive environment, organisations especially in the public sector must ensure that employees perform effectively, continuously develop skills, and contribute meaningfully to long-term institutional success. Clarity of Expectations and Organisational Alignment A proper PMS ensures that employees clearly understand their roles, responsibilities, and performance standards. This clarity enables staff to focus on what matters most for organisational success. Armstrong and Taylor (2020) emphasise that well-defined performance standards support fair evaluation and reinforce alignment between employee outputs and organisational objectives. In the context of Sri Lankan public-sector organisations, clearly defined KPIs are essential to maintaining accountability and service quality.   Continuous Feedback and Skill De...

  Introduction Recruitment and selection are fundamental aspects of human resource management that determine an organisation’s ability to acquire the talent necessary for long-term effectiveness and competitiveness. Globally, organisations experience increasing challenges in attracting suitable candidates due to rapid technological advancements, shifting job expectations, and growing competition for skilled labour. These challenges are especially prominent in technical and safety-critical industries, where the need for specialised expertise is high.   Skill Shortages in Contemporary Labour Markets A significant challenge for many organisations is the shortage of specialised skills, particularly in science, technology, engineering, and mathematics (STEM) fields. As industries move toward automation, digital engineering, industrial analytics, and advanced safety systems, the demand for technically competent employees continues to rise. However, national labour markets ofte...

                           Global Shifts in Education and the Rise of the Knowledge Economy Education systems across the world are undergoing a major transformation as countries transition from industrial-based economies to knowledge-driven societies. Traditional teaching models rooted in memorization, passive learning, and standardized examinations are no longer adequate for the digital, innovative, and rapidly evolving global marketplace. To stay competitive, nations must reimagine their education frameworks to produce knowledge workers equipped with creativity, critical thinking, and technological competence.                                                  Source : www.walkme.com From Traditional Learning to Knowledge Creation Sri Lanka’s education system has historically produced disc...