http://ir.lib.ruh.ac.lk/handle/iruor/14919 2026-05-03T11:18:32Z 2026-05-03T11:18:32Z Perera, G.N.M. http://ir.lib.ruh.ac.lk/handle/iruor/19078 2025-02-20T04:56:02Z 2023-11-01T00:00:00Z

Handing Grievances Boosts Workplace Productivity. Perera, G.N.M. Workplace productivity is a cornerstone of organizational success. A critical yet often overlooked aspect of achieving and maintaining high levels of productivity is the way in which grievances are managed within an organization. Grievances can encompass a wide array of workplace concerns, from interpersonal conflicts to unfair treatment and working conditions. Let's take a closer look: does handling grievances effectively have any impact on workplace productivity and overall organizational health? Understanding Workplace Grievances is a significant concern here. Workplace grievances are a common occurrence in almost every organization. They are concerns or complaints raised by employees regarding their work environment, treatment, or relationships within the workplace. Grievances could manifest in various forms, including disputes with colleagues, dissatisfaction with management decisions, or issues related to compensation and benefits. If the management or HR department is unable to address grievances within the organization, it can lead to the Hidden Costs of Unresolved Grievances. Furthermore, failing to address grievances can have detrimental consequences for both employees and the organization as a whole. Unresolved grievances can lead to a toxic work environment, low morale, and reduced employee engagement. The resulting decline in productivity often goes unnoticed until it begins to impact the organization's bottom line. Many researchers have explored the culture of open communication needed to enhance workplace productivity. Organizations must cultivate a culture of open communication and conflict resolution to harness the power of grievance handling for increased workplace productivity. This culture ensures that employees feel safe and encouraged to voice their concerns without fear of retaliation. When employees believe their concerns are genuinely heard and valued, it fosters trust and a sense of belonging within the organization. Are there any benefits to handling grievances towards effective productivity? Certainly, it boosts employee morale. Timely and effective grievance resolution sends a powerful message to employees that their well-being matters. High employee morale is closely linked to increased motivation and productivity. Not only that, it leads to reduced stress and anxiety, strengthened team dynamics, and encourages innovations, among other benefits. Last but not least, practical strategies for organizations such as clear grievance procedures, the use of mediation services, and the implementation of training programs to educate employees and managers about grievance resolution can directly impact the overall productivity at work. Recognizing and addressing workplace grievances is pivotal for maintaining a thriving and productive organizational culture. By promoting open communication and timely resolution, organizations can boost employee morale, reduce stress, strengthen team dynamics, and encourage innovation. Neglecting grievances, on the other hand, can lead to a toxic work environment, diminished productivity, and hidden costs that impact the bottom line. Therefore, proactive grievance management is a crucial aspect of organizational success and employee well-being.

2023-11-01T00:00:00Z Navodya, M.J. http://ir.lib.ruh.ac.lk/handle/iruor/19069 2025-02-19T10:32:12Z 2023-11-01T00:00:00Z

Leveraging Social Media for HR : A New Frontier in Talent Acquisition. Navodya, M.J. In today's digital age, social media has evolved from being a platform for sharing personal experiences to a powerful tool for businesses, including Human Resources (HR). HR professionals are increasingly recognizing the potential of social media to streamline recruitment processes, enhance employer branding, and engage with candidates. This article explores how HR can effectively harness the power of social media in talent acquisition.

2023-11-01T00:00:00Z Botheju, W.T.S.L. http://ir.lib.ruh.ac.lk/handle/iruor/19067 2025-02-19T10:18:42Z 2023-11-01T00:00:00Z

Artificial Intelligence and HRM. Botheju, W.T.S.L. Technology is an important factor for every business organisation today. The business world is constantly evolving due to globalisation. In this dynamic environment, every aspect of an organisation plays a pivotal role in achieving success, and human resource management (HRM) occupies a particularly essential role. Human resource management is the efficient and effective use of human resources to achieve the goals and objectives of an organisation. It is also known as the ability to acquire and develop a skilled workforce. (Schemerhorn, 2001). As human resources are the backbone of any organisation, the focus on HRM is paramount. Artificial intelligence has been around for years and has become a popular concept nowadays. Simply put, artificial intelligence is about replacing human thinking with a machine. Artificial intelligence is sometimes described as a machine, robot, computer program or software. Artificial intelligence helps in making business activities easier and faster. The HR department, an integral function within an organisation, has traditionally involved the physical maintenance of company records, documentation,and information. This manual approach involved significant costs and labour. Later, using technology for human resource management, these activities were carried out through various systems and software using digital tools. At present, the use of artificial intelligence for the human resource sector in the business world has become a new turning point in the business world. Currently, the utilisation of artificial intelligence in human resource management marks a significant transformationwithin the business world. Artificial intelligence is usedin human resource management for employee procurement processes, which comprise four essential tasks: employee recruitment, selection, hiring, and induction. The conventional employee procurement process is complex and costly for organisations. In the present day, technology-driven businesses are leveraging Al for employee procurement. Also, When there is a job vacancy in an organisation, it tends to attract a substantial volume of applicants. Then, each person has their own problems related to the application or job, and the organisation has to offer solutions for these issues. This process can be quite challenging for the organisation. Therefore, modern organisations employ artificial intelligence to automatically address these issues. Artificial intelligence helps out by offering automated solutions. It lets applicants get answers to common problems and job-related queries through a chatbox. For example, Facebook Company uses this chat box method. Furthermore, today's business organisations use artificial intelligence to select applicants, conduct interviews, analyse resumes and forecast historical data. For example, HR departments conduct interviews based on artificial intelligence. As mentioned, many companies have strengthened their human resource management departments with artificial intelligence. By doing so, the organisation's work can be done easily and various benefits can be obtained.

2023-11-01T00:00:00Z Lokuge, B.M. http://ir.lib.ruh.ac.lk/handle/iruor/19065 2025-02-19T10:11:28Z 2023-11-01T00:00:00Z

Stress Management of the Organizational Community Lokuge, B.M. To attain organizational goals and objectives both employers and employees should give their full contribution by maintaining high emotional, physical, behavioral, and mental stability. For this purpose, should be decided and executed strategies to stress management of the organizational community. Stress is different for each person. It means various causes are affected for stress.They can be classi­ fied into four types in common. Those types and their explanations can be shown in the following figure.

2023-11-01T00:00:00Z