Blog 06 : Government Job Approvals and HRM Challenges in Sri Lanka
Introduction
Human Resource Management in the public sector of Sri Lanka, an
integral part of its governance system, has been facing issues in Human
Resource Management (HRM) in relation to the processing of approval of jobs in
the Government. This situation has been causing inefficiency, demotivation, and
a stalemate in terms of overall development of the nation. This blog post shall
critically analyze complex issues regarding job approvals in the Government and
their ramifications in terms of overall Human Resource Management practices in
Industries in Sri Lanka.
The approval system of appointments for public positions in Sri
Lanka is well-known to be a complex and tedious system. This multi-tiered
system of appointments in the bureaucracy often entails a multitude of
ministries, departments, and public service commissions, causing a substantial
delay in appointments. This waiting period deters highly qualified individuals
from entering the public service, as compared to nimble private firms (Perera,
2018). This results in a public service that is not capable of innovating or
implementing policies effectively because it is not able to tap highly skilled
personnel.
In addition, it is often seen that the selection procedure is
considered non-transparent in nature. This leads to apprehensions related to
impartiality and merit. Politics and patronage, though unofficial in nature,
have often been identified as contributing elements in creating biases in
selection (Silva & Wijesinghe, 2020). This is contrary to weakening the
trust of stakeholders in human resource planning and violates a basic human
resource management theory of attaining effectiveness in an organization as a
result of a non-partial selection procedure.
Ripple effects also occur in performance management and work
motivation. In situations where recruitment is deemed as arbitrary, it is
likely that other employees will become demotivated as well, considering career
advancement as based upon non-performance criteria. This is because when esteem
needs have been unmet in an individual, it is likely to have a profound effect
upon work motivation as was suggested in Maslow's Hierarchy of Needs (Armstrong
& Taylor, 2017).
From a strategic human resource perspective, such problems make it
difficult for the public sector to align its human resources with the nation's
strategic objectives. Inability to recruit highly skilled human resources
rapidly because of red tape means that such agencies work with skills deficits
when it comes to project implementation or service delivery. An example is in
the recruitment of IT human resources whenever governments embark on digital
transformation programs.
Conclusion
In order to meet the complex issues that emerge in relation to approving appointments in the public service in Sri Lanka, a complete reform of current human resource management practices is needed. This is because making the approval system simpler, more transparent, and ensuring that all recruitment is done based on merit is a key step in this effort. This also involves using technology in a manner that facilitates easy processing of job applications, as well as encouraging a society that focuses on skills and integrity.
References
• Armstrong, M., & Taylor, S. (2017). Armstrong's Handbook of
Human Resource Management Practice. Kogan Page.
• Perera, N. (2018). Challenges in Public Sector Human Resource
Management in Sri Lanka. Journal of Public Administration and Governance, 8(3),
112-125.
• Silva, R., & Wijesinghe, P. (2020). Transparency and
Accountability in Sri Lankan Public Service Recruitment. Sri Lanka Journal of
Management Studies, 15(1), 45-
• Wickramasinghe, A. (2019). Strategic Human Resource Management in
Developing Countries: The Sri Lankan Context. International Journal of Human
Resource Management and Research, 9(2), 1-10.
This post provides a comprehensive examination of systemic HRM challenges in the public sector. The theoretical grounding using Maslow’s Hierarchy and strategic HR perspectives adds depth to the discussion. Your conclusion effectively emphasizes reform and digital transformation as crucial next steps.
ReplyDeleteThat's great feedback ! I'm glad the post provided a comprehensive view of public sector HRM challenges and that the use of Maslow's Hierarchy and strategic HR perspectives added depth. I agree that the emphasis on reform and digital transformation is crucial for the future.
DeleteThe topic is really meaningful and relevant. Workplace safety and gender protection are some of the basic responsibilities of every organization. When such systems fail, the impact is not limited to the individuals but also to the culture and reputation of the organization, along with overall performance. Strengthening policies, ensuring strict enforcement, and fostering a culture of respect and accountability are essential steps for HR in Sri Lanka to create really safe and inclusive workplaces.
ReplyDeleteThat's a powerful statement! I completely agree that workplace safety and gender protection are fundamental responsibilities, and their failure harms the organization's culture and reputation. Strengthening enforcement and fostering a culture of respect are indeed essential steps for HR to create truly safe and inclusive workplaces in Sri Lanka.
DeleteThe delays and lack of transparency in Sri Lankan government job clearances are explained in detail in this blog. Staff motivation and overall output are seriously affected by these kinds of issues. An digital consolidated hiring system would be an appropriate choice to accelerate approvals and decrease the interference of politicians, making the method more equal and fair.
ReplyDeleteThat's a key observation! You've rightly identified how delays and lack of transparency in government job clearances seriously affect staff motivation and output. A digital consolidated hiring system is an excellent solution to accelerate approvals, decrease political interference, and ensure a more equal and fair process.
DeleteThis is a timely and relevant discussion, Government job approvals in Sri Lanka have always been closely tied to broader HRM challenges, especially in areas like workforce planning, recruitment transparency, and efficiency in administrative processes.
ReplyDeleteThat's a very accurate observation! You've perfectly captured how government job approvals are fundamentally linked to broader HRM challenges in Sri Lanka. Addressing these delays is key to improving recruitment transparency, administrative efficiency, and overall workforce planning.
DeleteThis is a very insightful blog that clearly explains the challenges in Sri Lanka’s public sector HRM. It highlights how bureaucratic delays and non-transparent recruitment affect employee motivation, efficiency, and the ability of government organizations to achieve their goals.
ReplyDeleteThat's a spot-on summary! I'm glad the blog clearly articulated how bureaucratic delays and non-transparent recruitment are major hurdles. These issues significantly impact employee motivation, efficiency, and the overall goal attainment of government organizations in Sri Lanka.
DeleteWell-written blog highlighting the importance of employee engagement for productivity and retention. Your focus on communication, recognition, and work environment was clear. To improve academic strength, consider adding in-text citations (author, year) and a short example of a company that successfully increased engagement.
ReplyDeleteThat's very helpful feedback! I'm glad the focus on communication, recognition, and the work environment resonated. Your suggestion to include in-text citations and a brief case example is excellent, as it would significantly boost the academic strength of the blog.
DeleteYour blog is insightful, analytical, and well-grounded in HRM theory. It addresses a critical governance issue in Sri Lanka and clearly highlights how public sector inefficiencies impact national development and HRM effectiveness. With added examples, clearer linkage to industrial HRM, and polished citations, this piece can be elevated to a highly professional and publish-ready standard.
ReplyDeleteThank you! I'm delighted the blog effectively addressed a critical governance issue by being analytical and well-grounded in HRM theory. Your suggestions to add more examples, clearer links to industrial HRM, and polished citations are excellent steps to elevate the piece for publication.
DeleteGood post! You’ve highlighted how government job approvals and vacancies can seriously complicate HR planning. Especially in a Sri Lankan state bank, where hiring depends on political and budget approvals, making talent management and workforce forecasting much harder.
ReplyDeleteThat's an excellent point! I agree that political and budget-dependent approvals make HR planning and workforce forecasting incredibly complicated for a Sri Lankan state bank. It really highlights the challenge of strategic talent management in the public sector.
DeleteAs someone working in hospitality, I see clear parallels between the challenges in government job approvals and the HR struggles we face in hotels. When recruitment is slow or clouded by favoritism, it doesn’t just delay filling a vacancy—it erodes trust, motivation, and the dignity of work. In hotels, we know that every delay in hiring the right person impacts guest experience and team morale. The same applies to the public sector: inefficiency in approvals means the nation misses out on skilled talent who could drive innovation and service excellence. What struck me most in this article is how transparency and merit are not just HR ideals, but the foundation of motivation. In our industry, when promotions and appointments are fair, people give their best. I believe the public sector, like hospitality, must embrace speed, fairness, and technology in HR practices if we want to build workplaces that truly honor human dignity and deliver sustainable success
ReplyDeleteThat's a powerful parallel between hospitality and the public sector! You've perfectly highlighted how a lack of transparency and fairness erodes trust and impacts service delivery everywhere. Embracing speed, merit, and technology in HR is key to honouring human dignity and achieving sustainable success in both sectors.
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