http://dr.lib.sjp.ac.lk/handle/123456789/11060 2026-04-23T10:21:14Z http://dr.lib.sjp.ac.lk/handle/123456789/11109 Towards a Sound Performance Appraisal System: An Agenda for Action Opatha, H.H.D.N.P. This paper is an attempt to present a synthesis with regard to Performance Appraisal (PA) by utilizing significantly the author’s previous published works which are based on theoretical as well as empirical studies done so far in the area of PA. The paper has its focus on utility of PA including the possible reasons for not having an effective high quality PA system in most of the organizations in Sri Lanka, an agenda for action, and a model of PA interview. 2013-01-01T00:00:00Z http://dr.lib.sjp.ac.lk/handle/123456789/11108 Team Working Practices and Team Orientation of Employee: A Comparative Study between the State and Private Banks in Sri Lanka Anuja, A.; Arulrajah, A. A. An empirical knowledge gap was observed regarding Team Working Practices (TWP) and Team Orientation of Employee (TOE) of the selected bank branches (State Bank 1, State Bank 2, Private Bank 1 and Private Bank 2) in Sri Lanka. In general, the selected banks have formal and informal practices regarding team work and also promoting team work and team culture among their employees to flourish team orientation. Therefore, in order to fill this empirical knowledge gap, this study was conducted with three research objectives such as to explore the team working practices, level of team orientation of employee of selected state and private sector bank branches and also to investigate the differences in team orientation of employee according to the employee‟s gender, age, education, grade, working section and experience. In order to achieve the first objective of this study data were collected from the secondary sources, mainly from last four years annual reports and content analysis was applied. In this case, the unit of analysis was bank. Regarding second and third objectives primary data were collected from 115 employees of selected bank branches and the structured questionnaire was administered to collect the data. The data were analyzed by using univariate (descriptive measures such as mean and standard deviation) and cross-tabulation analyses. In this case, the unit of analysis was bank employee. In connection with first objective, findings of the study revealed that both state and private sector banks are practicing various team working practices, but relatively private sector banks have more team practices than state sector banks. In private sector, PB-1 has more team practices than PB-2. Regarding the second objective, the results of the study showed that there is a higher level of team orientation among the employees of the four banks (mean value was above 3.5) but there were slight differences observed. The mean values for the PB-1, PB-2, SB-1 and SB-2 were 4.19, 4.18, 3.94 and 3.77 respectively. Cross-tabulating of the overall level of team-orientation with gender, age, education, grade, working section and experiences of employees revealed that there are some differences regarding the third objective. Finding of the study will be useful and important in understanding empirical knowledge regarding the concepts of team working practices and team orientation of employee from the banking sector perspective. 2013-01-01T00:00:00Z http://dr.lib.sjp.ac.lk/handle/123456789/11107 Employer Attractiveness: Comparative Perceptions of Undergraduate and Postgraduate Students Arachchige, B.J.H.; Robertson, A. In many countries the employer brand is fast becoming an integral facet of an organisation.s resources aimed at attracting and retaining the employees best able to contribute to the successful attainment of its vision and goals. This study expands on an earlier survey in Sri Lanka of the employer attributes most important in attracting job-seekers, drawing on the perceptions of Sri Lankan undergraduate Business/Commerce students in their final semester before graduation and comparing those findings with the results of a similar survey of MBA students who have had varying periods of employment experience. While the findings reveal a difference in the degree to which the two sample groups are attracted or otherwise to a range of employer attributes, they nonetheless have similar perceptions as to which of these are most and least preferred. A close alignment between the dimensions of attractiveness relevant to each group is also identified. The implications of these findings for HRM managers are discussed. 2013-01-01T00:00:00Z http://dr.lib.sjp.ac.lk/handle/123456789/11102 Job Restructuring and Socio-Economic Security in Sri Lanka Nawaratne, N.N.J. After the economic liberalization in Sri Lanka, employment practices in the manufacturing industry and tertiary sector have changed gradually from traditional contractual arrangement and other terms and conditions of the work to nonstandard work arrangement or atypical employment practices. First part of this article distinguishes different types of atypical employment patterns and explains key features of the new type of employment relationship in Sri Lanka. Second part of the article, describes the major changes in the job security and its impact on socio-economic security in Sri Lanka by using the data from 600 Manufacturing Enterprises of the Enterprises Labor Flexibility & Security Survey (ELFS) for 2005-2006 conducted in manufacturing industry by the Social Policy Analysis and Research Center (SPARC) of the University of Colombo. 2013-01-01T00:00:00Z