Breaking Barriers: Universal HR Practices for Diverse Workforces in Sri Lanka

Introduction

In an increasingly globalized world, Sri Lankan enterprises must deal with a quickly changing workforce that is diverse in terms of culture, demographics, and age. While many Sri Lankan enterprises have traditionally used HR methods suited to local settings, the growth of multinational corporations and the need to recruit global talent have underlined the need of universal HR practices. Universalistic Theory proposes that some HR practices have a universally good influence on organizational performance, independent of the unique situation..

Figure 1

Insight into Universalistic HR Practices

Universalistic Theory, developed by scientists Jeffery Pfeffer (1998), contends that some human resource strategies, such as selective staffing, training and development, and performance-based rewards, are universally advantageous to organizational success. This idea holds that an organization's performance is determined not only by unique contextual circumstances, but also by the implementation of universally successful HR practices that transcend cultural and organizational variations. These strategies may boost employee enthusiasm, performance, and dedication regardless of nation or industry. (Pfeffer, 1988)

Adopting universal HR standards allows Sri Lankan firms to simplify processes and build a more unified staff. In an increasingly globalized world, where organizations must compete with multinational enterprises for talent, applying universal HR principles guarantees that the company can attract, develop, and retain top personnel while cultivating an inclusive and high-performance culture.

Figure 2 Source:Amana Bank PLC, 2023. Annual Report

Key Universal HR Practices for a Diverse Workforce

Sri Lanka's workforce has a varied range of nationalities, religious backgrounds, and generational disparities. To properly manage such a varied workforce, firms must adopt universal human resource strategies that prioritize justice, inclusion, and equitable chances for all employees. One such strategy is selective staffing, which guarantees that firms recruit high-quality individuals who share their values and culture, regardless of workplace diversity.

Large Sri Lankan enterprises, such as Brandix, a renowned garment maker, have adopted inclusive recruiting methods to attract people from all ethnic and religious backgrounds. These firms have embraced diversity and inclusion by providing equal chances to all, regardless of gender, religion, or ethnicity, resulting in a diverse set of viewpoints that contribute to corporate innovation and success (Lanka, 2021) The emphasis on justice and meritocracy assists Sri Lankan enterprises in breaking down barriers and creating a cohesive workforce, which is a key element of Universalistic Theory.

Figure 3 Source: Brandix Lanka Sustainability Report 2020 - 2021

Another common HR activity is training and development, which is necessary to ensure that workers have the skills and information needed to perform successfully in their professions. Amana Bank illustrates the effective application of frequent training programs for all employees in order to nurture both personal and professional development. These initiatives serve to close skill gaps and guarantee that individuals from varied backgrounds may flourish in the business (Amana Bank PLC, 2023)

Figure 4 Source: Amana Bank PLC, 2023. Annual Report

Furthermore, performance-based awards are a common HR technique that inspires employees from all cultural backgrounds. Organizations may promote an excellence culture by recognizing and rewarding individual and team success using clear measures.

Implementing Universal HR Practices in Sri Lanka

While global HR principles are useful, they must be implemented with a thorough grasp of Sri Lanka's particular environment. The fundamental problem is harmonizing global HR policies with local cultural norms. Sri Lankan businesses must take a flexible approach to applying global human resource principles that account for the country's particular cultural, social, and economic factors.

While performance-based awards are a common HR practice, Sri Lankan firms should consider using culturally relevant recognition approaches. Public recognition, such as employee of the month awards or community-based recognition, is consistent with Sri Lankan cultural values of respect and acknowledgment in the workplace.

Moreover, Sri Lankan businesses must encourage cultural competency among managers and executives. Effective communication and leadership techniques that acknowledge cultural variations are critical for creating an inclusive atmosphere. Diversity management training programs may assist executives understand and handle the difficulties of a diverse workforce, ensuring that all workers feel valued and involved.

Conclusion

In Sri Lanka, implementing universal HR principles is critical for managing a varied and dynamic workforce. According to Universalistic Theory, some human resource techniques, such as selective staffing, training and development, and performance-based awards, can improve organizational performance across the board. By applying these principles, Sri Lankan firms may develop a high-performance culture, break down diversity barriers, and promote inclusiveness throughout their workforce.  While local cultural norms must be respected and integrated, universal HR principles provide a solid basis for long-term success and developing a cohesive team. As Sri Lankan firms continue to grow and compete on a global scale, the deliberate implementation of universal HR principles will be critical to their success in managing diversity and performance.

 

References

Amana Bank PLC, 2023. Annual Report, Colombo: Amana Bank PLC.

Lanka, B., 2021. Sustainability Report, Colombo: Brandix Lanka.

Pfeffer, J., 1988. The Human Equation: Building Profits By Putting People First.. 1st edition ed. Boston: Harvard Business School Press..