The Intersection of Sri Lankan Politics and Human Resource Management in Government Offices
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In Sri Lanka, there is a strong relationship between
politics and human resource management (HRM) in public offices, and we can see
unlimited political influences. Political influence often dictates human
resource practices, influencing the interests of the political party rather
than skills, transparency, and employee engagement. This post explores how
political dynamics influence HRM in public institutions and how these practices
contrast with those in the banking industry, particularly through the lens of
my experience at Seylan Bank.
In many government offices in Sri Lanka, HRM practices are
more concerned with political affiliation and loyalty than merit, often
manifesting in recruitment, promotion and resource allocation where favoritism
can overshadow competence. For example, appointments to key positions may
prioritize political connections over professional qualifications, undermining
merit policy (Khatri et al., 2010).
The patronage system in Sri Lankan politics has resulted in
a workforce that does not necessarily reflect the best talent available. This
approach can lead to inefficiency, as unqualified people play a significant
role, affecting the quality of public service delivery (Uyangoda, 2020).
Employees in such an environment do not get anything for their hard work and
when some people get different things based on political needs, they become
weak.
Moreover, the lack of transparency in HR practices
exacerbates these problems. When employees realize that promotions and
decisions are made behind closed doors, trust in the system is eroded, leading
to a toxic workplace culture. This political interference not only affects
individual motivation but can also hinder the overall effectiveness of
government operations (Jayasuriya, 2021). I mentioned this in an earlier blog
post.Contrasting HRM Approaches: Anura Kumara Dissanayake vs. Gotabaya Rajapaksa in Shaping Sri Lanka's Public Sector
Conclusion
The intersection of Sri Lankan politics and HRM in
government offices presents significant challenges to effective public
administration. Political favoritism and a lack of transparency often undermine
the principles of meritocracy, leading to inefficiencies and low employee
morale.
Reflection
Reflecting on the contrast between HRM practices in
government offices and my experience at Seylan Bank, I recognize the critical
importance of transparency and meritocracy in fostering a productive work
environment. While government offices may struggle with political influences,
the banking sector demonstrates how a focus on performance can lead to higher
employee satisfaction and engagement.
My role at Seylan Bank has reinforced my belief in the value
of recognizing and rewarding employees based on their contributions and
achievements. This experience has highlighted the need for public sector
reforms that prioritize equitable HR practices, ensuring that talent is
recognized and nurtured, regardless of political affiliations. Such changes
could lead to a more effective public service that meets the needs of the Sri
Lankan people.
References
- Jayasuriya, L. (2021). Militarization of Governance:
Impacts on Public Sector HRM in Sri Lanka. South Asian Journal of HRM, 5(2),
87-102.
- Khatri, N., Tsang, E. W. K., & Begley, T. M. (2010). Cronyism: A Cross-Cultural Analysis. Journal of International Business
Studies, 37(1), 61-75.
- Uyangoda, J. (2020). The Politics of Militarization in
Sri Lanka: HRM Strategies and Implications. Social Scientists’ Association.
- Wright, P. M., & McMahan, G. C. (1992). Theoretical
Perspectives for Strategic Human Resource Management. Journal of Management,
18(2), 295-320.
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Political influence in HRM practices within Sri Lanka’s public sector often prioritizes loyalty over merit, leading to inefficiency and decreased employee morale, contrasting sharply with private sector practices.
ReplyDelete100% agree. But this point is one major factor effected to disaster of government organization culture. Other than that we should consider the people who are joining with the government institution. Some are leaving from the private sector and join with government sector with low salary rates also. Issues with the attitudes of them. In this topic both politicians and government staff are equally responsible for present pathetic situation. Good discussion.
ReplyDeleteGreat post on the intersection of politics and HRM in Sri Lanka's public sector! Your analysis of how political influence can undermine merit-based HR practices is insightful and well-supported by references. The comparison with the banking industry, particularly your experience at Seylan Bank, adds a practical perspective. Highlighting the lack of transparency and its impact on workplace culture effectively underscores the challenges faced. Well-researched and thought-provoking. Excellent work!
ReplyDeleteThe analogy to the banking industry offers important background information on how these problems appear differently across different businesses. Particularly powerful is the explanation of the negative impacts on public service delivery and staff motivation. All things considered, an insightful read about the difficulties facing HRM in the public sector.
ReplyDeleteYour posting underlines the negative effect of political influence on HRM in the Sri Lankan public sector. Letting the merit principle give way to political loyalty in appointments is detrimental to morale, openness, and work efficiency. The mere adoption of a merit-based approach to HR policies can do wonders in transforming the effectiveness of public service-as has been proven in the banking sector.
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ReplyDeleteIn Sri Lanka, political influence in government HRM often prioritizes loyalty over merit, leading to inefficiencies and low employee morale. In contrast, my experience at Seylan Bank highlights the importance of transparency and meritocracy, where contributions are recognized. This underscores the need for public sector reforms to nurture talent and improve public service delivery.
"Intriguing analysis! The intersection of politics and HRM in Sri Lankan government offices shows how policies and political dynamics can influence workplace culture and employee management. Well-researched and thought-provoking!"
ReplyDeleteWhile the influence of politics on HRM in Sri Lanka’s government offices presents both challenges and opportunities, the key lies in promoting fairness, transparency, and professionalism to ensure that public institutions serve the needs of the people effectively and equitably is well explained through the blog. Insightful read!
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