The Crisis in Concrete: Navigating the Talent Shortage in Sri Lanka’s Construction Industry

  Introduction Human Resource Management (HRM) in the construction industry operates within a highly regulated legal and ethical environment due to the sector’s labor-intensive, high-risk, and project-based nature. Construction organizations rely heavily on both permanent employees and contract labor, making legal compliance and ethical HR practices essential for workforce stability and organizational performance (Brewster, Mayrhofer and Farndale, 2023). HR professionals in this sector must ensure adherence to labor laws, occupational health and safety regulations, and ethical standards while managing a diverse and often transient workforce (Cascio and Montealegre, 2021).   Legal Compliance in the Construction Industry Legal compliance in construction HRM refers to ensuring that all employment practices align with national labor laws, safety regulations, and contractual obligations (DeCenzo, Robbins and Verhulst, 2021). Due to the high-risk nature of construction work, complia...

  Introduction Human Resource Management (HRM) is closely connected with psychology, as both fields focus on understanding human behavior in the workplace. One of the most important psychological aspects in HRM is employee motivation, which directly influences performance, productivity, and job satisfaction. Motivation theories help HR professionals design effective strategies to engage employees and improve organizational outcomes (Robbins and Judge, 2021). In today’s competitive business environment, understanding motivation is essential for achieving both individual and organizational success (DeCenzo, Robbins and Verhulst, 2021). Understanding Employee Motivation Employee motivation refers to the internal and external forces that drive individuals to perform tasks and achieve goals. It determines the level of effort, persistence, and enthusiasm employees bring to their work (Noe and Kodwani, 2022). Motivated employees are more productive, committed, and satisfied with their job...

  Introduction In recent years, the concept of “quiet quitting” has gained significant attention in the field of Human Resource Management (HRM). Despite its name, quiet quitting does not refer to employees leaving their jobs, but rather to a reduction in discretionary effort—where employees perform only the minimum required tasks (Kaufman, 2020). This phenomenon reflects a deeper issue of employee disengagement, which has long been studied in organizational behavior. As workplaces evolve due to globalization, technological change, and shifting employee expectations, understanding quiet quitting has become essential for HR professionals (Collings et al. , 2021). Quiet Quitting: Myth or Reality? The debate surrounding quiet quitting centers on whether it is a real organizational problem or simply a modern reinterpretation of normal employee behavior. From one perspective, quiet quitting is considered a myth . Some scholars argue that employees are merely adhering to their job descri...

  Introduction Human Resource Management (HRM) is closely linked with sociology, as both disciplines focus on understanding human behavior within social systems. In modern organizations, employees interact within groups, follow cultural norms, and respond to leadership structures. Therefore, HRM increasingly relies on sociological theories to manage workplace culture, diversity, and social behavior effectively. In today’s dynamic and globalized environment, these factors are critical for enhancing employee well-being and achieving organizational success (Robbins and Judge, 2021). Workplace Culture in Organizations Workplace culture refers to the shared values, beliefs, norms, and assumptions that guide employee behavior. Organizational culture plays a significant role in shaping how employees interact, make decisions, and perform their duties. According to contemporary HR research, culture is a key driver of organizational effectiveness and employee engagement (Alvesson and Svening...

  Introduction In today’s fast-changing business environment, organizations must continuously develop their employees’ skills to remain competitive. Human Resource Management (HRM) plays a crucial role in facilitating Learning and Development (L&D), which focuses on improving employee capabilities, knowledge, and performance. Effective training not only enhances individual growth but also contributes significantly to organizational success. What is Learning and Development (L&D)? Learning and Development refers to structured programs and activities designed to improve employees’ skills, knowledge, and competencies. It includes: Training programs Workshops and seminars E-learning and online courses Coaching and mentoring Link Between HRM and Education/Training HRM ensures that employees receive the right training at the right time. It identifies skill gaps and designs programs to address them. HR Role : Identify training needs, design programs, evaluate outco...