The success of any organization depends considerably on the standard of its human capital. Training is a more powerful weapon among Human Resource Management practices, which helps to develop knowledge and skills of employees in an organization. The objective of the study was to investigate the impact of training on operational level employees’ performance in a selected apparel organization in Sri Lanka. Through the analysis of 60 responses of randomly selected sample of machine operators; it shows that there is a strong, positive and significant relationship between training and performance with the correlation value of 0.817.The result of regression analysis indicates that there is a significant positive impact of training content and operational factors on employee performance. Upgrading the training content and identifying the training requirements specifically with a proper training duration are some of the recommendations that the researchers are suggesting improving employee performance.

The aim of this study is to investigate the impact of ‘Job Satisfaction’ on ‘Employee Performance’. The preliminary investigations revealed a researchable area where most of the employees are dissatisfied affecting their job performances. In this study deductive approach has been used to test the existing theories and thus this study involves quantitative analysis. The determinants of independent variable of ‘Job Satisfaction’ included Pay & Benefits, Trainings, Work Condition and Nature of the Job. The dependent variable for the study is ‘Employee Performance’. The sample consists of 66 employees based on simple random sampling technique. Moreover, a structured questionnaire was administered to collect the primary data. The hypotheses were tested using the correlation and regression analysis. The correlation analysis denoted that there is a positive relationship between job satisfaction and employee performance and the regression analysis depicted that the job satisfaction has a statistically significant impact on employee performance at 0.05. This study suggests the organization to maintain salary equality and supervisor relationships to increase the employee performance. Furthermore, it is recommended to recognize the training needs of the employees to boost the performance of the employees. Moreover, based on the findings of this study, the scholars could further investigate the how other factors such as top management support and organization culture impacting on employee performance.

This study focuses on investigating the impact of environmental factors on organizational level of adoption to Human Resource Analytics in Sri Lankan apparel companies. Four variables were considered to develop the conceptual model under environmental factors impacting the adoption of Human Resource Analytics performed in prior studies. The sample consists with 210 Human Resource professionals which were taken based on nine out of thirteen key apparel companies in Sri Lanka. The findings revealed that the environmental factors and the organizational level of adoption have a positive relationship. The results indicated that the environmental factors lead to a strong positive impact on the organizational level of adoption.

Digital marketing platforms have recently played a crucial role in hotel marketing and customer interaction strategies. Hotel managers have understood that hotel customers today and future rely increasingly on digital media use. However, the adoption of digital marketing tools appears to be relatively low in listed hotels in Sri Lanka due to unfamiliarity with digital marketing and not being confident in investing in digital marketing tools in achieving the expected financial and non-financial results. A considerable number of research has been carried out throughout the world on digital marketing and business performance; however, a limited study has been conducted in Sri Lanka to evaluate the influence of digital marketing tools on listed hotels’ financial performance. This research fulfills the above gap by measuring the impact of digital marketing tools on the financial performance of Sri Lankan-listed hotels. The study population consists of thirty-seven (37) listed hotels in Colombo Stock Exchange, and the entire population was taken as the sample. The dependent variable used to study the financial performance is the Return on Equity. Digital marketing tools such as social media and mobile marketing are independent variables considered in this study. A self-administrated structured questionnaire was circulated to the marketing professionals. After analyzing the responses using correlation analysis and regression analysis, it was revealed that social media and mobile marketing have a significant positive impact on the hotel’s financial performance. The findings are useful in reducing ambiguity and confusion about financial and non-financial outcomes based on digital marketing tools.

In the emerging world one cannot avoid the terms Big Data and Analytics. Where most of the business strategies are executed based on huge quantity of data and analytics. As an example, trading, big data is being used to forecast the consumer behaviors, trends and more. Thus, the question evolves why it is only limited to the role of trading in an organization? Presently there has been a significance concern on adoption of analytics into Human Resource Management to gain a competitive advantage in the business world. The adoption of Human Resource Analytics in Asia Pacific region is conceivable to expand rapidly due to the revolution of the digital era which has enhanced the conditions of Human Resource Analytics solutions. However, it was retrieved that the adoption of Human Resource Analytics into organizational level is glacially slow caused by behavioral and environmental factors. Correspondingly, it has been remarked that Human Resource Analytics adoption into apparel companies in Sri Lanka is at an initial stage which provides the highest contributor towards the Gross Domestic Product. As a result, this study focuses on investigating the impact of behavioral factors on the organizational level of adoption to Human Resource Analytics in Sri Lankan apparel companies. Four variables under behavioral factors impacting the adoption of Human Resource Analytics performed in prior studies were considered to develop the conceptual model. This study found that there is a positive relationship between the behavioral factors and the organizational level of adoption to Human Resource Analytics and independent variables lead to an impact on dependent variable suggesting that, due to the Human Resource professionals with stronger behavioral factors, organizations are more easy to adopt to Human Resource Analytics. Investigating the impact of environmental factors on the Human Resource Analytics adoption in organizations and the individual adoption of Human Resource Analytics in local context can be carried as further studies. Keywords: Analytics, Behavioural Factors, Human Resources Analytics, Organizational Adoption