Blog 09: Greening the Workforce - HRM Challenges in Sri Lanka's Polythene-to-Paper Transition

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 Introduction

Sri Lanka stands at a crossroads right now, especially when it comes to the environment. There’s a big push to ditch polythene bags and switch to greener alternatives like paper. It’s not just about the planet—though that’s a huge part of it—the government’s also stepping in, and this whole shift is shaking up the way companies think about people and work. Sure, everyone knows the environment wins here. But making this change work takes real focus on the human side, from how people adjust to new roles to how everyone gets on board.



HRM Challenges in the Green Transition

Moving away from polythene in Sri Lanka’s factories and stores brings its own set of HR headaches. First thing, people need new skills. Workers who used to deal with polythene now have to learn the ropes with paper—different machines, different materials, different ways to handle waste. That calls for serious training, and probably some help from vocational schools (Perera, 2021). Then comes the pushback. Change is tough. Folks worry about their jobs, about learning new systems, or just about things getting more complicated. HR teams need to talk openly, really listen, and bring employees into the conversation. Show them how a green economy isn’t just good for the planet, but for their future too.

On top of that, finding and keeping people with green skills matters more than ever. As demand for eco-friendly products climbs, so does the need for pros who get sustainable manufacturing, environmental rules, and circular economy basics (Fernando & Siriwardena, 2020). HR teams have to rethink how they hire and keep people motivated. It’s also only fair to look out for those whose jobs might change or disappear. That could mean new roles, severance when it’s needed, or help finding a fresh career path. And don’t forget—building a real culture of sustainability inside companies makes a difference. It’s not just about ticking boxes or holding workshops. You want green practices in daily routines, support for employee-driven ideas, and real recognition for those who step up (Jayasuriya, 2022). All this comes with big investments too—new machines, new production lines, the works.



Conclusion

Switching from polythene to paper bags is a bold move for Sri Lanka, and it’s the right one. But for this to stick, HR needs to really focus on people—helping them learn, dealing with doubts, bringing in green-minded talent, making changes fair, and weaving sustainability into the fabric of the workplace. If Sri Lankan organizations get this right, they won’t just hit their environmental goals—they’ll end up with a stronger, more adaptable workforce ready for whatever comes next. This green shift isn’t easy, but it’s a real chance for HR to lead the way toward a fairer, greener economy.



References

·     Perera, D. (2021) 'Sustainable skills: Training and development imperatives for a polythene-free economy in Sri Lanka', Journal of Vocational and Technical Education, 15(2), pp. 45–60.

·     Fernando, P.S. and Siriwardena, K.L. (2020) 'HRM implications of the plastic ban: Challenges in attracting and retaining green talent in Sri Lankan manufacturing', The Kelaniya Journal of Human Resource Management, 14(1), pp. 112–128.

·     Jayasuriya, R. (2022) Fostering a Culture of Sustainability: A key to the successful green transition in Sri Lankan SMEs. Online Report. Colombo: Institute for Environmental Policy.

 

Comments

  1. MN7234ES: Ishanka Wickramasinghe19 November 2025 at 00:39

    This is a really clear explanation of how to look at how going green isn’t just about the environment—it’s about people too. I would know, like how it highlights that HR has a big role in helping employees adapt, learn new skills, and feel supported. It shows that when we care for both the planet and the people, everyone benefits.

    ReplyDelete
    Replies
    1. Kanishka Bandaranayake26 November 2025 at 05:03

      That's a fantastic takeaway! You've perfectly captured the key idea that going green is fundamentally about people. HR's role is crucial in supporting employees to adapt, learn new skills, and feel supported, ensuring that both the planet and the people benefit from sustainability efforts.

      Delete
  2. CHARUNDYA WICKRAMASINGHE19 November 2025 at 02:52

    Great post. Moving to paper bags is great, but HR’s role is key helping employees adapt, supporting learning, and making sustainability part of the workplace culture. Done right, it strengthens both people and the planet.

    ReplyDelete
    Replies
    1. Kanishka Bandaranayake26 November 2025 at 05:06

      That's a very insightful point! I agree that moving to paper bags is just the start; HR's role is absolutely key in driving success. By supporting adaptation and making sustainability cultural, they strengthen both employee skills and the company's environmental impact.

      Delete
  3. Nilanka Herath19 November 2025 at 04:39

    This blog provides a practical and engaging look at the HRM challenges arising from Sri Lanka’s shift from polythene to paper. It clearly explains how reskilling, managing resistance to change, attracting green talent, and building a sustainability-focused culture are essential for success. The writing is relatable, well-supported by references, and highlights the human side of the green transition effectively. Overall, it’s an insightful and timely analysis of how HR must lead the workforce through one of Sri Lanka’s key environmental transformations.

    ReplyDelete
    Replies
    1. Kanishka Bandaranayake26 November 2025 at 05:07

      That's a fantastic review! I'm glad the blog effectively highlighted the human side of the green transition, clearly showing how HR must lead through challenges like reskilling and change management. It truly captures how HR is essential for Sri Lanka's key environmental transformation.

      Delete
  4. Gihani19 November 2025 at 05:18

    You effectively highlight the human resource complexities involved in Sri Lanka’s green shift, particularly in areas of upskilling and organizational culture. The integration of literature strengthens your argument on the strategic role of HR in driving sustainability.

    ReplyDelete
    Replies
    1. Kanishka Bandaranayake26 November 2025 at 05:10

      That's excellent feedback! I'm glad the post clearly highlighted the human resource complexities in Sri Lanka's green shift, especially in upskilling and culture. The integration of literature was intentionally used to underscore HR's strategic role in driving sustainability.

      Delete
  5. Kalani Binusha19 November 2025 at 06:19

    Really insightful post! I love how you highlight the HR challenges in Sri Lanka’s green transition, especially around training workers from the polythene industry for a paper-based economy.

    ReplyDelete
    Replies
    1. Kanishka Bandaranayake26 November 2025 at 05:11

      That's wonderful to hear! I'm glad the post effectively highlighted the critical HR challenge of managing the green transition, especially the need to train and transition workers from the polythene industry into a new, paper-based economy.

      Delete
  6. Chamil Indrajith Muthukuda21 November 2025 at 15:50

    Switching from polythene to paper bags is a great solution in a time when an environmental problem has arisen. In such a situation, creating an article like this is very important,

    ReplyDelete
    Replies
    1. Kanishka Bandaranayake26 November 2025 at 05:13

      That's a fantastic point! I completely agree that switching to paper bags is a great and necessary solution for our environmental problems. This article's focus on the human resource side of this transition is incredibly important and timely.

      Delete
  7. Rukshan Hewamallikage21 November 2025 at 23:50

    Reading this article on Sri Lanka’s polythene‑to‑paper transition really struck a chord with me as someone working in hospitality. For us, sustainability isn’t just about swapping bags—it’s about how these changes ripple through the daily lives of our staff and the experiences of our guests. I see firsthand how training and reassurance matter when employees are asked to adapt to new materials and processes. Guests notice too: when our team feels confident and proud of contributing to a greener future, it shows in the service. What I value most in this transition is the chance to align environmental responsibility with dignity at work—making sure no one feels left behind, and that every role is part of building a more sustainable Sri Lankan hospitality brand. This isn’t just compliance; it’s culture, and HR has a real opportunity to lead that transformation

    ReplyDelete
    Replies
    1. Kanishka Bandaranayake26 November 2025 at 05:14

      That's a profound and holistic view from the hospitality sector! You beautifully emphasize that the transition is about culture and dignity at work, not just compliance. You're spot-on that when HR leads the transformation, it aligns environmental responsibility with confident, proud service, strengthening the entire Sri Lankan hospitality brand.

      Delete
  8. Hasala Gallage23 November 2025 at 07:50


    Very relevant and timely discussion on environmental change and its impact on HRM. You clearly explained the challenges organisations face when shifting to sustainable practices. Adding in-text citations and one Sri Lankan organisational example would strengthen the academic depth of the post.

    ReplyDelete
    Replies
    1. Kanishka Bandaranayake26 November 2025 at 05:15

      That's excellent feedback! I'm glad the discussion on environmental change and HRM resonated as timely and relevant. Your suggestion to include in-text citations and a Sri Lankan organizational example is spot-on to truly strengthen the academic depth of the post.

      Delete

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