HRM for Shift-Basis Working Women in Sri Lanka

 

Introduction

In Sri Lanka, the participation of women in the workforce has seen a steady rise. However, managing human resources (HR) for shift-basis working women requires a thoughtful approach, as this group faces unique challenges, including balancing work and family responsibilities, safety concerns, and workplace equality. Effective HR practices can address these issues while fostering a supportive environment.

Addressing the Challenges

Women working on shifts often encounter challenges such as irregular working hours, transportation difficulties, and the risk of burnout. According to Maslow’s Hierarchy of Needs, ensuring safety and belonging are fundamental to employee motivation (Maslow, 1943). Employers must prioritize these aspects by implementing transportation services, flexible shift schedules, and robust workplace safety protocols.

Providing childcare facilities or partnerships with childcare providers can alleviate stress for mothers. Herzberg’s Two-Factor Theory categorizes these measures as hygiene factors, which prevent dissatisfaction and create a conducive working environment (Herzberg et al., 1959).

Promoting Equality and Well-being

Organizations need to implement policies that foster equality in the workplace. By following Sri Lanka’s Women’s Charter and relevant labor laws, HR departments should guarantee equal pay and opportunities for career advancement (Sri Lanka Women’s Charter, 1993). The idea of Emotional Intelligence (EI) in Human Resource Management is especially pertinent in this context. Managers who possess high EI are better equipped to understand and support the emotional needs of women working shifts, which helps create a sense of belonging and boosts morale.

Additionally, training programs focused on gender sensitivity and anti-harassment policies can significantly improve workplace inclusivity. These efforts are in line with McGregor’s Theory Y, which suggests that employees are more self-motivated when they are given the right environment and treated with respect (McGregor, 1960).

The Role of Technology

Using technology in HR management can improve efficiency and make processes more convenient. For instance, shift management software can streamline scheduling by taking individual needs into account. This method aligns with the Resource-Based View (RBV) of HRM, which focuses on strategically utilizing internal resources to achieve a competitive edge (Wernerfelt, 1984).

Conclusion

Effective HRM for shift-basis working women in Sri Lanka requires a blend of empathy, strategic planning, and adherence to legal frameworks. By addressing safety, equality, and well-being, organizations can create a supportive environment that not only boosts productivity but also ensures long-term retention of talented women in the workforce..

References

• Maslow, A. H. (1943). A Theory of Human Motivation. Psychological Review.
• Herzberg, F., Mausner, B., & Snyderman, B. B. (1959). The Motivation to Work.
• McGregor, D. (1960). The Human Side of Enterprise.
• Sri Lanka Women’s Charter, 1993.
• Wernerfelt, B. (1984). A Resource-Based View of the Firm. Strategic Management Journal.