Colombo, 14th November 2012 - hSenid | PeoplesHR has entered the history books of Sri Lanka by becoming the first Sri Lankan organisation to partner with the Melbourne Stars, a domestic Twenty20 cricket team competing in Melbourne, Australia in the KFC T20 Big Bash League. The Melbourne Stars are captained by Australian spin legend, Shane Warne and features some of the world’s best Twenty20 players including David Hussey, Cameron White, Matthew Wade along with home-grown hero, Lasith Malinga.
The KFC T20 Big Bash League attracted significant attendances and television viewing audiences in its inaugural season, which is expected to continue to grow in BBL|02.
hSenid | PeoplesHR is a Sri Lankan IT and HR solutions provider which has ventured into international markets covering many countries. One of the key markets considered by hSenid | PeoplesHR is the Australian market. The tie up with Melbourne Stars has given hSenid | PeoplesHR the platform to mark their presence in Australia and associate with the key audiences considered.
Dinesh Saparamadu - Founder / CEO of hSenid | PeoplesHR quoted “Our tie up with Melbourne Stars was a well thought through decision in order to associate with Australian target groups while not losing the Sri Lankan touch in doing so. Lasith Malinga one of our own is a rising star with the team and we wanted to connect with a team which had a Sri Lankan connection. We hope to make this partnership mutually beneficial showcaseing Sri Lankan talent and capabilities in a mature market like Australia. This gives us a long term strategic advantage to establish ourselves in this market”
Melbourne Stars CEO, Clint Cooper said “To partner with such a progressive international organisation as hSenid is a real coup for our team. The Melbourne Stars prides itself on being a leader both on-and-off the field and connecting with organisations with similar attributes. We are extremely excited by this partnership and the opportunities it brings to further strengthen business and sporting relations between Sri Lanka and Australia. We hope all Sri Lankan’s get behind this landmark partnership and support both Lasith Malinga and the Melbourne Stars this summer.
Lasith Malinga - Sri Lankan Star of Melbourne Stars quoted “It’s fantastic news that a leading Sri Lankan IT company is partnering Melbourne Stars and helping strengthen the business ties between Sri Lanka and Australia at a time when we need to develop our export industries. I am very excited about playing for the Stars and working alongside hSenid | PeoplesHR during the forthcoming season.”
About hSenid | PeoplesHR
hSenid | PeoplesHR is a total IT and HR solutions provider which specialises in both on premise and cloud technologies and solutions. It is a dynamic organisation which is growing at an accelerated rate with an increasing global foot print. hSenid | PeoplesHR currently operates in over 24 countries in providing specialised and readymade IT / HR business solutions and counts for over 15 years of industry experience in over 18 industries. Current operation includes Asia Pacific, Africa, Europe, Middle East and United States.
About Melbourne Stars
The Melbourne Stars live up to their name with one of the most star - studded T20 teams ever seen which includes Shane Warne, David Hussey, Cameron White, Brad Hodge and Lasith Malinga. This is the team that represents a city that lives and breathes sport and calls the greatest cricket stadium in the world, the mighty Melbourne Cricket Ground home.
The KFC T20 Big Bash League features eight teams, which covers a diverse range of players and represents 6 main cities of Australia. The tournament covers main cities of Melbourne, Brisbane, Hobart, Perth, Adelaide and Sydney which are the main concentration areas for hSenid | PeoplesHR. The tournament is scheduled commence on 7th December 2012 and will conclude on 19th January 2013.
For more information, please visit: www.PeoplesHR.com/melbournestars
The public holiday for Haj festival has been changed to Saturday (October 27) as Muslims will be celebrating Haj on October 27th, the Ministry of Public Administration said today.
The Colombo Grand Mosque announced on Tuesday (16) that Muslims in Sri Lanka will celebrate the Haj festival on October 27 Saturday as the moon had not been sighted.
The decision was taken despite Eid al-Adha falling on October 26.
Ajith R. de Costa, Immediate Past President of IPM Sri Lanka and Deputy General Manager – HR Planning and Performance Management of Sri Lanka Telecom Plc. will visit Melbourne, Australia to represent as the Sri Lanka representative for next APFHRM board meeting.
This year’s World HR congress offer a great prospect for HR Professionals from all over the world to mingle and learn best global HR practices from each other and pave path to shape up the future of Human Resources Management profession.
The main organiser of this congress is Australian Human Resources Institute (AHRI) who is holding the position of Secretary General of the APHRM for the year 2011/12.
The Asia Pacific Federation of Human Resources Management (APFHRM) is a prime HR Body of the Asia Pacific region representing countries such as Australia, New Zealand, Hong Kong, India, Sri Lanka, Fiji and few other counties. The APFHRM is the board representative of the World Federation of Personnel Management (WFPMA).
IPM Sri Lanka was the active member of APFHRM from year 2002 and was appointed for several positions to date: President – 2004/ 2005; Vice President – 2003/ 2004; Vice President – 2006/ 2007; Secretary General -2007/2008 and Vice President – 2011/ 2012.
Further to the above, IPM was invited to serve in the capacity of Advisory body of APFHRM during the period of 2005/2006 by considering the immense contribution made by IPM Sri Lanka in order to uplift the Human Resources Management in the Asia Pacific region.
The Board of APFHRM has unanimously decided in the last board meeting to offer next presidency to Indian Sub Continent. In this context, there is a greater chanceto award this position to either Sri Lanka or India at the next APFHRM Board meeting. This is a rare opportunity, to any professional Institution which could pave path to strengthen International relationship among other Professional HR Institutes in the world.
John Keells Holdings PLC (JKH), Ceylon Tobacco Company (CTC) and HSBC came together for the ‘Fast Track 15’ Internship Programme for the second year. This programme provides an opportunity for 15 Sri Lankan citizens studying in local and foreign universities to be engaged in a six-week internship programme during their summer break.
The internship programme is packed with opportunities and exposure to facilitator-based learning. This offers undergraduates to understand the career opportunities available in Sri Lanka.
The programme has a unique quality of offering and hands on experience in nine different industry groups: Leisure, Plantations, Real Estate, Consumer Foods and Retail, Information Technology, Banking, Finance, Transportation and Manufacturing. While motivating and exciting the interns, the programme assists the interns to make an informed career choice.
One of the interns commented: “This programme changed my mind completely. I am now focused on coming back to Sri Lanka after my studies.”
The objectives of the Internship Programme are as follows: To provide a framework to gain experiences through practical work assignments by helping them to relate their academic and educational backgrounds to the workplace, to understand various aspects of the Sri Lankan job market, and to provide mentoring by professionals in specialised and diverse areas.
The programme wanted to bring justice to the valuable two weeks of their summer. Through this programme the interns met some of the most eminent personalities in the corporate sector. In addition, they enhanced their social networks, obtained pragmatic learning through outward bound training, developed their soft skills and advance communication skills, and opened up new avenues of opportunity.
In the final week, referred to as “Project Week”, the interns are given a current project in relation to the business with real time facts, numbers and situational data in order to brainstorm, research, and offer recommendations to the management of the three companies.
The interns are mentored during this week giving them a flavour of the expected delivery standards in the corporate world while leaving ample room for them to innovate and challenge the status quo with their recommendations. The closing ceremony of the ‘Fast Track 15’ Internship Programme was held at Cinnamon Grand Colombo recently.
S. M. Wijayaratne- Kurunegala Daily News Corr
Ministry of Public Administration and Home Affairs has decided to issue the Gazette notification for recruiting 3,500 G.C.E. (A/L) qualified candidate as Grama Niladharies.
Accordingly, all those who have passed the G.C.E. (A/L) Examination can apply for these posts as deserving persons would be selected in an open competitive examination according to Public Administration and Home Affairs secretary P. B. Abeykoon.
At present, there is a shortage of 3,500 GNs and approval for the recruitment of GNs has been granted by the Public Service Commission, he said.
Below is the Official Circular issued by the Commissioner of Elections :
LEAVE TO EMPLOYEES TO ENABLE THEM TO CAST THEIR VOTES
The Provisions of Section 123 of the Provincial Councils Elections Act No. 2 of 1988 which deals with the grant of leave to employees to enable them to cast their votes are reproduced below for the information of employers and employees.
“123 (1) Any person, being the employer of any other person who is entitled to vote in person at an election, shall upon application in writing in that behalf made by such other person, grant such other person leave, without loss of pay, for such continuous period (not less than four hours in duration) as that person may deem sufficient to enable such other person to vote in person at that election.
(2) Any person who contravenes or fails to comply with the provisions of sub-section (1) shall be guilty of an offence and shall, on conviction after summary trail before a Magistrate, be liable to a fine not exceeding five hundred rupees, or to imprisonment of either description for a term not exceeding one month, or to both such fine and imprisonment”.
02. In terms of the provision of the above section, the leave necessary for the purpose of voting should afford to every employee requesting such leave in writing, The period of leave so permitted should be considered as special paid leave in the case of all employees including casual employees and should be outside the employees normal leave entitlement.
03. The employers should decide on the maximum duration having taken into consideration, the distance between the place of work and the polling station and also the time taken to travel such distance. Since there have been several complaints from the employees at previous elections regarding the difficulties in obtaining the leave stipulated by the law, all employees in the public and private sector are kindly requested to comply with the legal requirements.
04. The poll will take place on Saturday, September 08th 2012 from 7.00 a.m. to 4.00 p.m.
05. The co-operation of all the employers in this connection will be greatly appreciated.
Commissioner of Elections
August 22nd 2012
CIMA Sri Lanka will hold a half day workshop titled ‘Crisis: mitigate or manage’ by Amar Naseer, Legal Director and Company Secretary at Unilever Pakistan on 28 August from 2p.m. to 5p.m. at the CIMA auditorium.
Naseer has Over 20 years of experience in the area of law, systems development, finance, taxation and corporate affairs in Pakistan, Middle-East and USA. He is a Fellow Member of the Institute of Chartered Accountants of Pakistan and has cleared Certified Public Accountant examination of the American Institute of Certified Public Accountants, USA and has a Master of Laws (LL.M) from the University College London and is a member of Sind High Court Bar Association, Karachi, Pakistan.
Workshop content is designed to ignite debate about the concepts and skills essential to the understanding and tackling of the crises. The format is interactive and case study based, and seeks to analyse the required balance between leadership, team work, consultation, consensus and principle of navigational change.
At the end of the session the participants are expected to be able to appreciate that, only a well engaged team has the ability to act in a cohesive manner for timely and effective response to a crisis situation. Content of the program which was drawn up courtesy Pakistan’s Centre for Professional Advancement includes: ‘the Oops moment’ – sensing impending or actual crisis; getting carried away or caught in the midst; the response team – assess and get your acts right; managing public opinion and will include two case studies and group self assessment.
The Brandix Group has announced plans to extend the Gap Inc. Personal and Career Enhancement (P.A.C.E.) programme for female garment workers to the Group's facilities in Sri Lanka.
The Gap Inc. P.A.C.E. programme is a life and work skills education programme designed to positively impact female garment workers in factories that make Gap Inc. product. The programme provides workers with foundational skills, technical training and support to help them advance in the workplace and in their personal lives. Female garment workers participating in the programme take part in eight modules of life skills education including communication skills, problem-solving, time and stress management, health and nutrition, financial literacy and gender equality. Programme participants also receive enhanced technical skills training. Research shows that Gap Inc. P.A.C.E. graduates are more productive, have lower rates of absenteeism and are promoted faster than factory workers who do not participate in the program.
"Brandix is happy to undertake the implementation of this valuable empowerment programme," said Anusha Alles, Head of CSR for the Group. "Implementing the Gap Inc. P.A.C.E. programme and integrating it into our internal learning curriculum reinforces Brandix's commitment to bettering the lives of our associates."
Ira Puspadewi, Gap Inc.'s Director of Social and Community Investment said, "We are very happy that Brandix has chosen to expand the Gap Inc. P.A.C.E. programme to their facilities in Sri Lanka. P.A.C.E. is successful in part due to the commitment vendors such as Brandix have made to integrate the programme into their on-going factory trainings."
As a first step, nine selected trainers from Brandix Casualwear are to be trained as trainers for the P.A.C.E. programme. These trainers will in turn train 210 Brandix associates from Brandix Casualwear, Ratmalana, beginning in August and September this year. The training will thereafter be rolled out across all business units of the Brandix Group, Ms. Alles said.
In 2007, Gap Inc. launched a pilot phase of the P.A.C.E. programme in India. Gap Inc. has since further developed the training content, and with vendor partners, has scaled up and replicated the P.A.C.E. programme in Cambodia, Vietnam, Bangladesh, China, Indonesia and Sri Lanka. To date, more than 10,000 female garment workers have participated in P.A.C.E. programme trainings. In September 2011, former U.S. President Bill Clinton recognized Gap Inc. for its commitment and model approach to addressing challenges in economic empowerment through the P.A.C.E. programme.
Sri Lanka's single largest apparel exporter, the Brandix Group is supported by 38 manufacturing locations in Sri Lanka, India and Bangladesh. The Group provides direct employment to over 40,000 Associates in total, while providing indirect employment to at least an equivalent number. Brandix was ranked among the Top 5 Employer Brands in Sri Lanka in a recent national survey covering top companies in the country.
By Cheranka Mendis
SriLankan Airlines, one of the only two Government entities that managed to secure Silver at the HRM Awards organised by the Association of Human Resource Professionals last month, joined Daily FT to share the best practices that led the company to win the award after a lapse of five years.
Having taken over the post of Head of Human Resources at SriLankan Airlines a year ago, Pradeep Kekulawala noted that the challenge posed by the Chairman and CEO was to transform the human resource function and human resource development activities towards business facilitation and ensuring that the business is run by the right people having the right attitude and culture, etc. “We took over the task as a new team a year ago and have been able to make a difference during the period.”
Starting from transforming the HR function to a business partnering function, the HR team put down a list of concepts that has been well received by the employees, he said.
The mantra under which the company now operates on is called ‘HIPER’ – Harmony, Innovation, Productivity, Engaging and Resourcing. “You facilitate harmony and you have good motivated and happy workforce. You facilitate innovation and you get new thinking. Facilitate productivity and get a good return on what you invest in people; facilitate engagement and people are gainfully employed and engaged.”
Under the said performing exercise, the company concentrated on developing the core business as well as engagement activities.
“We worked to ensure that every department is tightly monitored by Key Performing Indicators (KPIs),” Kekulawala said. “From the CEO to the Senior Management Team and downwards, we ensured that a list of KPIs were in place for departments to concentrate on and base their targets on.”
Listing out some of the KPIs for the HR Department, he cited timely recruitment, cost effective recruitment, ensuring the right budgets are achieved and industrial harmony. “This made our job measurable.”
A key challenge the airline was faced with was to ensure that a set of future leaders are in place to take over the business. As at now with a workforce of 6,000 people, 22% have served the organisation for 20 years or more putting the concerns of an ageing population to the fore. A succession plan was therefore required.
“We focused on a succession planning program where we have identified some 40 people through their performance and assessing them on modern business needs through technical exercises such as assessment centres, psychological profiling, etc. They are now in a leadership pipeline and are being trained accordingly.”
The management trainee program which was highly sought after by the industry was rebranded and strengthened as ‘SriLankan Future Leaders Program’ last year as well. Out of 1,100 applicants, 25 were chosen for a one-and-a-half year training program after which they are to be inducted into the mainstream to climb the management ladder.
“Over the last five years, processes and practices were not reviewed and looked at in terms of current business needs. This led to a common conception to be formed as HR being more of a regulator, policeman and administrator. In other words unapproachable,” Kekulawala said. “We needed to change this.”
Starting with the HIPER slogan, which the team communicated to the staff, the next step was an open door initiative where employees were informed to walk into the HR Department anytime to share their concerns. An open-day concept was also brought in where every last Friday of the month, the senior management team is open for questions, sharing problems, etc.
“We also started a hotline called ‘Athwela’ (Helping Hands) and employee assistance hotline where day to day issues faced by employees can be lodged and taken note of.”
Additionally a Dedicate Business Partnering Manager from the HR Department was assigned to each division to address issues department-wise. “We also brought in what we called a listening and talking campaign where the CEO and the senior management team goes into departments and explain the business to people, clarify their doubts and issues and help them understand the real picture.” The team is also open to suggestions to strengthen the company.
Making the staff stakeholders of the business a Joint Development and Productivity Council (JDPC) was also introduced where employees were invited to come up with ideas to increase revenue, optimise cost and eliminate waste. “Any constructive idea will be implemented and the staff members will be recognised.”
The company is now looking at coming up with performance related incentives, pay and compensation schemes for the employees for the future.
Team building and performance management
Realising that the competitive mindset of the employees has decreased over the years, ten sporting activities were revived within SriLankan. Popular sports which the company previously excelled in was brought back which includes cricket, rugby, badminton, swimming, volleyball, basketball, netball and athletics.
Starting from internal competitions and moving on to a Group Sports Day, SriLankan has now started competing in the mercantile sector. “There was a tremendous response and was highly successful in our endeavours to bring the killer instinct back.”
To recognise high performers, the company broad based ‘Achievers Award’ and rebranded as ‘SriLankan High Flyers’ which is scheduled to be held on 28 September this year. This will be held after a lapse of four years. Awards to recognise service excellence, productivity, friend of community, sports and aesthetics and personal and professional development will be given out and of the five, the best will be awards the Chairman’s Trophy.
The International Aviation Academy (IAA), which looks after regulatory training as well as on-the-job training, is the SriLankan Airlines training facility accredited by International Air Transport Association (IATA). Conducting both IAA and IATA certified programs, IAA was identified to be among the top 10 training partners in South Asia for IATA.
The recognition has paved way for SriLankan to obtain exclusive status to train in Maldives as IATA Training Partners in Maldives from 15 August.
The company has also given way to a green business initiative by forming what is called the ‘Go Green Team’. Having already established ‘Planet Friendly Flights,’ the company is looking at three areas in which to grow its green philosophy.
The areas are working on adverse impact on environment through carbon emission from flights, looking at the ground level operations of recycling and making carbon footprint lesser and tackling energy. “We started to strengthen this and have been notified that we have won a Silver at the National Energy Awards this year,” Kekulawala said.
“All these practices have helped us deliver better customer service and we have been able to reduce delays and ground services have become much more effective. We get 20-30% more positive comments than what we used to get,” Kekulawala said. “All these things go into making the customer happy and that in turn would reflect in our turnovers and revenues.”
He noted that a significant improvement in service levels and revenue have been witnessed in the last 12 months. “By the reports we get we have made good headway. The next 12-13 months would show how all this has resulted in the bottom line. People are now more target and KPI oriented than before and talking the language of profit which is the cultural change we wanted.”