http://dr.lib.sjp.ac.lk/handle/123456789/10943 2026-01-07T06:17:37Z http://dr.lib.sjp.ac.lk/handle/123456789/10954 The Impact of Talent Management on Perceived Organizational Performance in a Leading Telecommunication and Technological Companies in Colombo District Walisundera, A.E.; Arachchige, B.J.H. Area of the Study This study seeks to explore the impact of talent management on perceived organizational performance in leading telecommunication and technological companies in Colombo district, Sri Lanka. Problem of the Study The concept of talent management is not well researched in the Sri Lankan context. Especially, no studies have been found on the impact of talent management on perceived organizational performance in Sri Lanka. Hence, this study aims to find out the impact of talent management on perceived organizational performance in leading telecommunication and technology companies in Sri Lanka. Method of the study The target population of this study was the total number of telecommunication and technology companies in Sri Lanka. Out of the total population, four leading telecommunication and technology companies in Colombo district were selected by using convenient sampling technique. From the total number of executive level employees within these four companies, proportionately 240 executives were selected for the data collection. A structured questionnaire, which consisted of 47 statements with five point Likert scale was used. The data analysis included the univariate analysis and bivariate analysis. Findings of the Study This study found that there is a significant positive impact of talent management on perceived organizational performance in leading telecommunication and technology companies in Sri Lanka. Moreover, perceived organizational performance is positively correlated with the each dimension of the talent management namely talent acquisition, talent development and talent retention. As per the regression analysis, talent management has an impact of 59.6% on perceived organizational performance Also, the research found that there is same level of practice of talent management in telecommunication and technology companies in Sri Lanka. Conclusion of the Study It is concluded that there is a significant positive impact of talent management on perceived organizational performance in leading telecommunication and technology companies in Sri Lanka. In addition, dimensions of talent management (talent acquisition, talent development and talent retention) have a positive impact on perceived organizational performance of the sample. To enhance the overall performance within the telecommunication and technology 2016-01-01T00:00:00Z http://dr.lib.sjp.ac.lk/handle/123456789/10953 The Impact of Personality on Job Performance: Study on Senior Managers in State Owned Commercial Banks in Colombo District, Sri Lanka Rodrigo, B.D.P.; Jayasekara, P. Area of the Study This study is aimed to discuss the impact of personality of senior mangers on their job performance in the state owned commercial banks. Problem of the Study There is no any empirical research finding of the impact of personality on the job performance of the senior managers in the state owned commercial banks. Therefore, the research problem is: Does personality of the senior managers in the commercial banks affect to their job performance? Method of the study Randomly selected 103 senior managers in the state owned commercial banks in Colombo district were the sample of the study and structured questionnaire was distributed among the sample respondents to gather the primary data. The personality of the senior managers was measured using big five personality model. Descriptive statistics and correlation analysis were used to analysis the primary data gathered from the sample. Findings of the Study Mainly it was clearly found that there is a strong positive relationship between employee personality and job performance. Further the results proved that Extraversion, Agreeableness and Conscientiousness have strong positive relationship with job performance while Openness to experience has moderate relationship with job performance. It can be revealed that Neuroticism has strong negative relationship with job performance since values obtained through both Correlation analysis and Regression analysis indicated a negative relationship. Conclusion of the Study The management of the state owned commercial banks has to pay their consideration to upgrade the relevant personality traits of the senior managers for their high level job performance. 2016-01-01T00:00:00Z http://dr.lib.sjp.ac.lk/handle/123456789/10952 What Factors affecting to the Job Satisfaction of Non-Employees in Colombo District Commercial Banks, Sri Lanka Ranmali, K.T.A.Y.; Thalgaspitiya, U.K. Area of the Study This study attempts to identify the factors affecting to the job satisfaction of the non-executives in the commercial banks in Colombo district. Problem of the Study There is no any empirical research finding of the factors affecting to job satisfaction of non-executives in the commercial banks. Therefore, the main objective of this research is to find out the factors affecting to job satisfaction of the non-executives in the commercial banks. Method of the study Using simple random sampling method, primary data were collected from 354 non-executives from the commercial banks in Colombo District. Structured questionnaire which consisted of 36 questions with five point Likert scales was used to collect the data and participants’ responses were analyzed using SPPS (Version 16). The data were analyzed using univariate and bivariate analyses. Findings of the Study The major finding of the study is that there is a positive relationship between the factors of pay, relationship with supervisor, relationship with co-workers, opportunities for promotion, working condition with the satisfaction of non-executives in the commercial Banks in Colombo District. Conclusion of the Study The main conclusion of the study is that management of the commercial banks has to consider the different factors of the non-executives for their job satisfaction and make necessary arrangement for upgrading those factors. 2016-01-01T00:00:00Z http://dr.lib.sjp.ac.lk/handle/123456789/10951 The Impact of Human Resource Management Practices on Retention of Factory Officers: A Study on Tea Plantation Sector in Kegalle District in Sri Lanka Abesiri, H.G.T.Y.; Jayasekara, P. Area of the Study This study attempts to identify the impact of Human Resource Management (HRM) practices on employee retention based on tea plantation sector in Kegalle district in Sri Lanka. Problem of the Study There is an empirical and knowledge gap in the Sri Lankan context on the relationship between HRM practices on employee retention of middle level managers (factory officers). The main objective of this research is to identify the impact of HRM practices on the retention of factory officers in the tea plantation sector in Kegalle district in Sri Lanka. The research problem of this study is: Do HRM practices of factory officers, welfare management, training, career development, compensation management and labour relations practices encourage to retention of factory officers in the tea plantations in Kegalle district? Method of the study This study was quantitative in nature and 77 factory officers were randomly selected for the study. Structured questionnaire, which was consisted of independents and dependent variables of the research model, was used to gather the primary data and SPSS (Version 16) was used to analysis the data. Univariate and bivariate analyses were used to analysis the primary data. Findings of the Study The findings of the study reveal that welfare management, training, career development, compensation management and labour relations practices of factory officers influence their retention in the tea plantation. Conclusion of the Study It is concluded that there were positive relationship between HRM practices (Employee Welfare Management, Training, Career Development, Compensation Management and Labour Relations) and retention of factory officers in tea plantation in Kegalle district. Hence, the management can introduce various strategies to retain their factory officers. 2016-01-01T00:00:00Z