People and Organization by Kalani

Introduction      In a Sri Lankan government bank branch, how employees dress sends a message – to customers, colleagues and the institution itself. The HR department plays a key role in creating, enforcing and communicating dress-code policies. These policies reflect both cultural expectations and professional standards. Sri Lankan Perception of Attire in Banking      In Sri Lanka, many people expect bank staff to dress formally and modestly. A government circular required female state employees to wear a saree or Kandyan saree and males to wear shirt and trousers or national attire. (Ministry of Public Administration, 2019)      This expectation carries into government bank branches too. For many customers, seeing a staff member in a neat saree, shirt and tie or national dress can signal trust, respectability and stability.      Nevertheless, workplace fashion in Sri Lanka is changing. Scholars note the balance between tradit...

Introduction      The COVID-19 pandemic forced many organisations, including state-owned banks, to rethink how they manage people. In Sri Lanka’s public banking sector, the HR function in a government bank has had to adapt quickly — from remote working to digital tools and employee well-being. These changes are now part of a “new normal” for HRM. Remote Work, Digital Tools & Flexibility      During the pandemic, many employees worked remotely or in hybrid mode. Research in Sri Lanka found that remote working required HR to change policies, train staff in digital systems, and find new ways to monitor productivity and well-being (Adikaram & Naotunna, 2023). In a government bank branch, HR had to support staff to log in securely, access banking systems and maintain service-continuity. The shift meant HR must now blend digital tools with public-sector safeguards. Employee Well-being and Support      Post-COVID, HR in government banks is p...

Introduction Recruiting the right employees is one of the most important jobs of the Human Resources (HR) department. In today’s business world, organisations must find, select and hire people who fit both the job and the organisation. In a Sri Lankan government bank branch, HR therefore plays a vital role in securing staff who can serve customers, follow rules and support public trust. What is the HR Department?      The HR department is the function within an organisation that takes care of employees — from hiring to training, performance management and handling issues (Mudannayake & Weerasinghe, 2021). One of its key roles is recruiting employees — that is, finding and acquiring the right talent so the organisation has the right people in the right jobs (Sarwary, Faizi & Banayee, 2022). Why Recruiting is So Important      If a company hires the wrong person, it may lose money, waste time or damage its reputation. Recruiting well ensures that the ...

Introduction      In Sri Lanka’s public banking sector, leave systems for employees are shaped by both national labour laws and internal institutional policies. For example, the Department of Labour Sri Lanka defines annual leave, casual leave, and public‑holiday entitlements for employees in offices and banks (Department of Labour Sri Lanka, 2025). Annual and Casual Leave Entitlement      Typically, after one full year of service, an employee becomes entitled to 14 days of fully paid annual leave. If service is less than a year, the leave entitlement is pro‑rated — for example, 10 days if starting between April and June, 7 days if July to September, or 4 days if October to December (Gloroots, 2024).      In addition to annual leave, there is casual leave of up to 7 days for illness, personal reasons, or other valid causes after the first year of service (D. L. & F. De Saram, 2022). These leave provisions ensure staff can take time off fo...

Introduction      Human Resource Management (HRM) is more than simply hiring and managing staff. In a government bank branch context, effective HRM can improve service quality, reduce risk, and support organisational goals. When a bank branch is part of the public sector, its HR function takes on added importance because of public trust, regulatory demands, and service expectations (Mangaleswaran & Srinivasan, 2022). Recruitment and Selection      Firstly, recruitment and selection are vital. HRM ensures that branches hire people with the right skills, integrity, and attitude. A study on Sri Lankan public sector banks found that HRM practices significantly improve employee commitment and overall organisational performance (Mangaleswaran & Srinivasan, 2022). In a government bank branch where regulatory compliance and public trust are critical, selecting the right employees lays a strong foundation for reliable service. Training and Development  ...

Introduction In a government bank environment, Human Resource Management (HRM) plays a vital role in balancing the needs of both employees and management. When employees are unionised—as is common in state‑owned banks in Sri Lanka—the relationship between HRM and trade unions becomes especially important. This relationship influences morale, productivity and organisational harmony. HRM’s Role in a Unionised Bank      In a government bank setting, HR tasks include recruitment, training, performance evaluations, promotions, rotations, and grievance handling—all while maintaining stable relations with unions. For example, HR departments in Sri Lankan public banks often coordinate directly with union representatives to ensure that both seniority rules and merit, as well as union agreements, are respected (Sawithri, Nishanthi & Amarasinghe, 2017).      Trade unions act as the collective voice of employees. They often negotiate salaries, benefits and working ...

Introduction       In Sri Lanka’s banking industry, Human Resource Management (HRM) is a vital part of organisational success. In modern banks, employees are not just workers—they are key drivers of customer satisfaction, innovation, and trust. Effective HRM ensures the right people are hired, trained, and motivated to deliver financial excellence. As Sri Lankan banks undergo rapid digital transformation and face growing customer expectations, the role of HRM becomes even more critical. Building Employee Capability      Banks depend heavily on employee performance to maintain service quality and integrity. HR departments must recruit skilled professionals and provide ongoing learning opportunities. Through tools like e‑learning platforms and performance analytics, HR can identify staff strengths and development needs. For example, banks in Sri Lanka such as People’s Bank and Commercial Bank of Ceylon have adopted digital training platforms to enhance e...

Introduction In Sri Lanka’s rapidly evolving banking industry, the Human Resource (HR) Department plays a key role in driving innovation and employee satisfaction. As digital technology becomes part of everyday operations, banks such as Sampath Bank, Commercial Bank, and People’s Bank have started transforming their HR processes through digital platforms. This shift supports faster decision-making, greater transparency, and more employee-centered practices — marking a move from traditional HR administration to strategic digital HRM (Beer et al., 1984). Digital HR and Strategic HRM in Banking Many leading Sri Lankan banks are now adopting Human Resource Information Systems (HRIS), e-recruitment tools, and digital learning platforms. For example, Sampath Bank’s e-learning and cloud-based HR systems have improved data management, performance tracking, and employee development. These initiatives reflect the Harvard Model of HRM (Beer et al., 1984), which emphasizes aligning HR practices wi...