People and Organisations

  The ‘One HR Person for 150 Employees’ Disaster: How SMEs Can Stop Pretending and Start Sharing Introduction Figure 01: SMEs Can Stop Pretending and Start Sharing SMEs form the backbone of Sri Lanka economy. They account for more than three quarters of all businesses (Buddhika, 2025). Yet most operate with little formal HR support. A study on manufacturing SMEs found that two thirds adopted fewer than three formal HR practices. One third adopted none at all (Wijesinghe, 2024). Compliance gaps. Recruitment struggles. Workers who feel unsupported. The 1:150 Ratio Is a Crisis Figure 02: The 1:150 Ratio Is a Crisis You might think it’s fine. But let me ask you a question: “How many of you have an HR department that feels like it’s drowning?” You’re not alone. A staggering 60% of HR professionals are working beyond capacity, and over half say their departments are understaffed (AIHR, 2025). The Society for Human Resource Management (SHRM) reports the median HR-to-em...

  The ‘Ghost Engineer’ Problem: How HR Can Spot Developers Who Do Nothing but Look Busy Introduction Figure 01: The 'Ghost Engineer' Have you ever had a developer on your team who always appears to be typing furiously during stand‑ups, yet somehow never seems to ship any actual value? You are not imagining it. They might just be a “ghost engineer”- a term that has taken the tech world by storm. Coined by Stanford researcher Yegor Denisov‑Blanch, a “ghost engineer” is a software developer who is only 10% as productive as their median colleague or even less (Denisov-Blanch, 2024). They are the digital‑age masters of “looking busy.” But while this phenomenon might sound like a punchline, for HR leaders managing remote or hybrid teams, it is an urgent performance management crisis. The ‘Ghost Engineer’ Phenomenon Figure 02: The ‘Ghost Engineer’ Phenomenon So, how widespread is this issue, and why has it become so visible now? The data is quite striking. A study of priva...

  The Tea Plucker Has Worked 40 Years Without a Single HR Conversation – Why Informal Sector HR Is an Emergency Introduction Figure 01: The Tea Plucker Ever sat down with a warm cup of Ceylon Tea and wondered about the hands that picked those leaves? Probably not. That’s the point. Behind every sip is a woman who woke up before sunrise, walked miles through muddy fields, and plucked leaves for hours- without a job title, a career conversation, or even a basic safety briefing. After 40 years of labour, she has never been asked about her goals, her well ‑ being, or her safety. This is not a failure of government policy alone. It is a fundamental failure of Human Resources as a profession (De Silva, 2025). The Landscape: 67% Invisible Sri Lanka’s plantation sector is an economic engine, yet it runs on informal labour. According to the International Labour Organization (2025), over 67% of Sri Lankan workers are in informal arrangements – that’s more than 6.7 million people. M...

  AI's Impact on HR Decision-Making in Marketing Industry: Reducing Bias or Introducing New Risks? Introduction Figure 01: AI and Decision Making Can a machine truly be fairer than a human? This is the central question as AI rapidly transforms how companies, particularly in the fast-paced marketing industry, recruit, assess, and manage talent. AI promises to revolutionize HR by slashing inefficiencies and eliminating the unconscious biases that have long plagued human decision-making (Khair et al., 2020). But what if, in our quest for objectivity, we are simply automating old prejudices or even creating new, more opaque ones? This article explores AI's dual impact on HR decision-making within the marketing sector, weighing its benefits against its significant risks. Role of AI in HR Decision-Making within the Marketing Industry Figure 02: Role of AI in HR Decision-Making within the Marketing Industry AI has become a practical tool in HR across the employee lifecycle, espe...

HR as the Architect of Psychological Safety in Sri Lankan Construction Sites Introduction Figure 01: HR and Psychological Safety Have you ever felt that knot in your stomach before speaking up about a safety concern? For many construction workers in Sri Lanka, this feeling is an everyday reality. But what if HR could change that? The construction industry, a vital pillar of Sri Lanka's economy, faces unprecedented pressures. With the recent economic crisis causing project delays, payment uncertainties, and rising inflation, the mental toll on site workers and professionals has never been higher (Firose et al., 2025). This blog explores how HR can step up as the architect of psychological safety, moving beyond traditional roles to build resilient, open, and mentally healthy construction sites. Understanding Psychological Safety in Construction Work Environments YouTube Video 01: Psychological Safety & HR Strategy So, what exactly is psychological safety? In simple terms, it'...

  HR Approaches to Managing Freelancers in Sri Lanka’s Gig Economy Ever hired a freelancer for a quick logo design or a website update? Chances are, you’ve tapped into Sri Lanka’s booming gig economy. From students juggling projects between lectures to corporate dropouts chasing flexibility, freelancing has become a lifeline. But here’s the million‑rupee question: How does HR manage people who don’t show up to an office every day? Let’s break it down. Figure 01: Introduction  Introduction The gig economy isn’t a trend anymore – it’s the new normal. In Sri Lanka, online freelancing has grown rapidly, ranking the country among the top global sources of gig workers (Galpaya & Senanayake, 2018). But while workers love the flexibility, HR teams are scratching their heads. How do you engage, pay, and retain someone who isn’t technically an employee? It takes a whole new playbook. Understanding Freelancers in Sri Lanka So, who exactly are these freelancers? They’re not ...