Blog 10: HRM Challenges in the Wake of Terrorist Attacks in Sri Lanka
Introduction
Human resource management (HRM) faces significant and far-reaching challenges as a result of terrorist attacks, such as the devastating Easter Sunday bombings in Sri Lanka in 2019. Beyond the immediate human tragedy, these incidents affect employee well-being, upset organizational stability, and call for prompt and well-thought-out HR interventions. With an emphasis on Sri Lanka and the vital role HR plays in recovery and resilience, this blog post examines some of the major HRM issues that organizations face in the wake of such attacks.
The psychological support and well-being of employees are among the most pressing issues. Workers' capacity to function well may be impacted by trauma, grief, anxiety, and fear (Hewapathirana, 2019). To support recovery, HR departments should give priority to making counseling services, mental health support, and flexible work arrangements accessible. This entails establishing a secure environment where workers can talk about their experiences and providing coping mechanisms
Secondly, workforce continuity and operational resilience become paramount.
Attacks have the potential to disrupt business operations by causing
absenteeism, the loss of important personnel, and infrastructure damage. To
guarantee that critical operations can continue, HR must create strong backup
plans that include cross-training, succession planning, and remote work
capabilities (Perera, 2020). By taking a proactive stance, downtime is reduced
and organizational stability is preserved.
Rebuilding trust and creating a sense of security at work are also
very important. Employees may experience feelings of vulnerability and mistrust
after a terrorist attack. HR needs to improve security measures, reassure
workers about their safety, and be open and honest about the measures being
taken to keep them safe (Fernando, 2019). Rebuilding morale and fostering a
sense of community can be accomplished by establishing a compassionate and
encouraging work environment.
Lastly, it can get harder to manage inclusion and diversity. Events like this may bring about new social tensions or worsen preexisting ones. In order to ensure that no group feels excluded or singled out, HR plays a critical role in fostering empathy, respect, and understanding among workers from a variety of backgrounds (Jayawardena, 2021). Programs for awareness and training can aid in addressing possible biases and promoting a cohesive workforce.
Conclusion
For HRM, the aftermath of terrorist attacks poses complex and
significant challenges. HR specialists are at the forefront of helping
employees, guaranteeing business continuity, and creating a resilient and
inclusive workplace in Sri Lanka, as they are in any other affected country. HR
can play a vital role in assisting organizations and their people in navigating
through such crises and emerging stronger by putting employee well-being first,
preparing for operational disruptions, restoring trust, and promoting
diversity.
References
· Hewapathirana, G. (2019). Dealing with employee trauma: A
post-Easter Sunday bomb attacks perspective. Human Resource Management Journal
of Sri Lanka, 14(2), pp. 45-58.
· Perera, R. (2020). Building organizational resilience in a crisis
context: The role of HR practices after the 2019 Easter attacks in Sri Lanka. South
Asian Journal of Business and Management, 7(1), pp. 112-130.
· Fernando, S. (2019). Crisis communication and employee trust: HR's
role in the aftermath of terror attacks. Colombo Business Review, 10(3), pp.
78-95.
· Jayawardena, L. (2021). Navigating ethnic tensions: The challenge
for diversity and inclusion in Sri Lankan workplaces post-crisis. Journal of
Conflict and Society Studies, 8(1), pp. 25-40.
Great post. After crises like terrorist attacks, HR plays a crucial role in supporting employees, ensuring business continuity, and building a resilient, inclusive workplace. Prioritizing well-being helps organizations recover stronger.
ReplyDeleteThat's a very insightful point! I completely agree that HR's role is absolutely crucial after crises like terrorist attacks. Prioritizing employee well-being isn't just ethical; it's the foundation for ensuring business continuity and building a stronger, resilient workplace.
DeleteThis blog delivers a strong and thoughtful overview of the HRM challenges Sri Lankan organisations face after terrorist attacks. It effectively highlights key areas such as employee well-being, operational continuity, rebuilding trust, and managing diversity. The content is well-supported with local research and provides practical insights into how HR can foster resilience and stability during crisis situations. Overall, it is a meaningful, well-organised, and relevant discussion on the critical role of HR in post-crisis recovery.
ReplyDeleteThat's a fantastic endorsement! I'm glad the blog provided a strong, thoughtful overview of HRM challenges after terrorist attacks in Sri Lanka. It's great that the content, supported by local research, clearly highlights HR's critical role in fostering resilience and stability by addressing employee well-being and operational continuity.
DeleteThis post offers a well-structured examination of how HR professionals can support employees and sustain operations following traumatic events. The balanced discussion of emotional, operational, and cultural factors strengthens its academic relevance.
ReplyDeleteThat's excellent feedback! I'm glad the post provided a well-structured examination of how HR supports employees after trauma. By balancing the emotional, operational, and cultural factors, the discussion's academic relevance is certainly strengthened.
DeleteNice post! You highlight very well how HRM faces big challenges in the wake of economic crisis — As a Sri Lankan state banker, I think HR must deal with cost-cuts, job insecurity, and talent retention when budgets are tight.
ReplyDeleteThat's a very insightful point, especially from your perspective! I agree that the economic crisis forces HRM to navigate tough challenges like cost-cuts and job insecurity. Strategic talent retention is indeed critical for a Sri Lankan state bank when budgets are tight.
DeleteThis discussion effectively highlights HR’s role in post-crisis recovery, emphasizing psychological support, operational resilience, trust-building, and inclusion. It connects practical strategies to employee well-being and organizational stability, demonstrating a strong understanding of a human-centered approach in crisis management.
ReplyDeleteThat's a fantastic summary! I'm glad the discussion clearly demonstrated a human-centered approach by effectively highlighting HR's role in psychological support, operational resilience, and trust-building during post-crisis recovery for organizational stability.
DeleteAs someone working in Sri Lanka’s hospitality industry, this article really resonates with me. In hotels, our people are the heart of the guest experience, and when tragedy strikes—like the Easter Sunday attacks—the emotional toll on staff is immense. HR’s role goes far beyond policies; it’s about creating safe spaces where employees feel heard, supported, and valued. Cross‑training, counseling, and visible security measures are not just operational necessities, they are acts of care that rebuild trust and dignity. For us hoteliers, resilience means more than keeping the business running—it means helping our teams heal, stand together, and continue to welcome guests with warmth even in the hardest times. This piece is a timely reminder that human‑centered HR is the foundation of recovery and long‑term success in our industry
ReplyDeleteThat is an incredibly powerful and moving perspective. You perfectly highlight that after a tragedy, HR's role becomes an act of care, focusing on counseling and creating safe spaces for staff to heal. You're right: human-centered HR is the true foundation for building resilience, trust, and long-term success in hospitality.
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ReplyDeleteA strong and thoughtful blog on how crises reshape HR responsibilities. You discussed employee safety, psychological support and organisational continuity well. Including academic references on crisis HRM or trauma-informed HR practices would enhance the analytical quality of your work.
That's excellent feedback! I'm glad the blog provided a strong, thoughtful analysis of how crises reshape HR responsibilities like psychological support. I agree that adding academic references on crisis HRM or trauma-informed practices would definitely enhance the analytical quality of the work.
DeleteWhile the blog highlights key HR duties after a terrorist incident, it could also investigate the weaknesses in organizational readiness that existed before the event. The absence of defined trauma-response policies in many firms highlighted a systematic deficiency in how human resources managed risks. Moreover, the lasting psychological effects on employees are typically overestimated, which leads to poor follow-up following early assistance attempts. To establish more resilient workplaces in the future, it's important to strengthen proactive disaster planning and ongoing mental health programs.
ReplyDeleteThat's a very insightful, critical perspective! You rightly point out the systematic deficiency in pre-event organizational readiness and the absence of defined trauma policies. You're correct that the lasting psychological effects are often underestimated, emphasizing the need for proactive disaster planning and robust, ongoing mental health programs to build resilience.
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