People & Organization

The Rise of Skills-Based Hiring: Is Experience Becoming Less Relevant in Modern Organisations? The increasing shift towards skills-based hiring is transforming traditional recruitment practices, raising an important Human Resource Management (HRM) question: is experience becoming less relevant in today’s workforce? Organisations are increasingly prioritising candidates’ skills and competencies over formal experience, particularly in fast-changing industries (World Economic Forum, 2023) . Here are the popular roles employers hire for with skills-based recruitment: Skills-based recruitment From a strategic HRM perspective, this approach aligns with Armstrong (2021) , who emphasises that resourcing strategies should focus on acquiring capabilities that directly support organisational goals. Skills-based hiring enables organisations to address talent shortages by widening the talent pool and focusing on what candidates can do rather than where they have worked. This is particularly rel...

Generational Tensions in Sri Lanka’s BPO Sector: A Hidden Driver of Employee Turnover? Employee turnover is still a huge problem, which affects Sri Lanka’s Business process outsourcing (BPO) industry. The majority of people speak about heavy workloads and low payment as the main reasons. As well as a rising issue is the gap between generations. Young employees who are just starting often struggle to get along with older, more experienced staff (CIPD, 2022).  This tension makes an uncomfortable working environment and forcing employees to resign. Recently, many BPO companies started to hire school leavers for entry level jobs to save the costs. As per the HR’s perspective Organization planning and maintaining low cost are the benefits that achieved from this process. What Armstrong (2021) describes is that hiring not only makes talent management effective, but also effective management confirms labour skills, behaviours, and company expectations.  Diverse workforce expe...

Remote Work and Talent Management in Sri Lanka: Opportunity or Hidden Risk? In recent years Remote and Hybrid jobs have changed the way companies manage people all over the world. In Sri Lanka, this is hard to adopt due to the structures of Industries, Technology is not far advanced, and the working environment culture. Managing people is to plan, monitor and develop is the HR’s role in this point, but to be successful in long term these methods must be in line with the company’s goal according to Armstrong (2021) . Sri Lankan management in logistics and manufacturing are used to sort the best workers by watching workers directly and their presence at work. But this doesn’t work with remote work systems, because it’s difficult to judge people’s capabilities only by seeing their results without their daily behavior This model highlights how talent identification and development must be continuously aligned, which becomes more complex in remote work environments. Integrated talent manage...