Inefficiency in Sri Lanka's Government Service Causes Challenges for Human Resource Management

 


Introduction

In the Sri Lankan economy, both the private sector and the public sector make significant contributions to achieving the country's development targets. There, direct government intervention is evident in key sectors of the economy. That is, basic services such as electricity, transportation, communication, health, and education are provided under government intervention. However, in the past few decades, this government intervention has been ineffective, and it has also created challenges for Human Resource Management. It means that delayed processes, outdated procedures, and unutilized skills also negatively impacted the Human Resources Management.

The Sri Lankan Public Sector has often been criticized for being overstaffed, inefficient, and a burden to the economy (Jayasena S D N S., Rajasekara Jay., Wenkai Li., 2023).

 

Discussion

Due to inefficiency, the following challenges are raised to the Human Resources Management.

1.      Poor Performance Management – Due to unethical bureaucracy, a weak performance measurement system, and Political influences, leads to Poor Performance Management in the public sector

2.      Low Motivation – Due to weak performance management, limited career growth, slow government process, and limited recognition are declined to employee morale.

3.      Ineffective workforce planning – Due to an outdated data collection system, recruitment processes are bureaucratic, and political influences lead to Ineffective workforce planning. As a result, the skills gap among public sector workers is increasing, declined trust has also declined.

4.      Reduced Training and Development Impact – In the inefficiency situation, the government sector does not allocate proper budgets for training and development programs, which negatively affects the employees. As a result, employees receive outdated or insufficient training, skills gap, low service quality, low motivation, and higher staff turnover.

5.      Delays in Recruitment and Promotion – In an inefficient situation public sector cannot make decisions promptly. As a result, new recruitment and promotion are delayed. This also brings a negative impact on the existing government employees' work capacity 

6.      Difficult to attract skilled people – Inability to attract experienced and skilled employees due to the collapse of trust in the public sector.

7.      Weak Organizational culture – A weak organizational culture can include a weak communication system, unclear legal rules and regulations, and low employee morale.

Without a clear and official duty list, service minutes, recruitment procedures, training and development programs, promotion policy, and wage scale, the Sri Lankan government has been hiring graduates in large numbers since the 1990s (Fernando R L S., Kularathna E A I., Gunasekara  H O C., 2023).

 

Job Satisfaction is a crucial psychological factor affecting the motivation of employees. Various studies have found that Job Satisfaction is an essential condition for enhancing the productivity of employees. (Tissera P M N P., Fernando R L S., 2015).

 

Solutions

1.      Streamline Processes – Introduce Digital alternatives for the Government Human Resources Management system and reduce unwanted bureaucracy in approval workflows.

2.      Capacity Building- Encourage continuous learning and skill development, apply modern Human Resources Practices.

3.      Performance-Based Management- Introduce a Clear Performance Management System and introduce rewards for high-performing employees.

4.      Accountability and Transparency- Make clear job descriptions for the employees, introduce regular audit procedures, create open communication systems for the decision-making process, and share HR policies.

5.      Motivation and Engagement Programs – Create career development opportunities and introduce a recognition and reward system.

6.      Policy Reforms – Introduce “Merit-Based Recruitment System” and establish independent oversight committees to ensure fairness.

7.      Adoption of Technology – Minimize the paper-based activities and introduce new technological methods.

 

Conclusion

Decades of inefficiency in the public service will pose challenges to its Human Resource Management in Sri Lanka. These include poor performance management, low motivation, ineffective workforce planning, unsatisfactory training, delays in recruitment and promotion, difficulty attracting skilled workers, and a weak organizational culture. To prevent these challenges, the public sector should be stronger with Stream Processing, Capacity Building, Performance-Based Management, Accountability and Transparency, Motivation, Policy Reform, and Adaptation of Technology.

References

Fernando, R.L.S., Kularathna, E.A.I. & Gunasekara, H.O.C., 2023. Human resource management practices and organizational performance in public sector organizations: with reference to Development Officers in the Colombo District in Sri Lanka. International Journal of Governance and Public Policy Analysis, pp. 68–86.

Jayasena, S.D.N.S., Rajasekara, J. & Li, W., 2023. Talent management for enhancing the efficiency of human resources in the public sector of Sri Lanka: A comparative study. Kelaniya Journal of Human Resource Management, pp. 1–11. Available at: https://kjhrm.sljol.info/articles/10.4038/kjhrm.v18i2.108 [Accessed 25 November 2025].

Tissera, P.M.N.P. & Fernando, R.L.S., 2015. Impact of job dissatisfaction on performance of the Grama Niladhari Officers in Kalutara Divisional Secretariat in Sri Lanka. Proceedings of the International Conference on Business Management (ICBM), pp. 147–158. Available at: https://journals.sjp.ac.lk/index.php/icbm/issue/view/82 [Accessed 25 November 2025].

 

Comments

  1. DayanNovember 25, 2025 at 9:00 AM

    You’ve provided a well-structured and insightful analysis of how inefficiency in Sri Lanka’s public sector directly impacts HRM. The challenges and solutions are clearly outlined, and the references strengthen your discussion. Your conclusion effectively summarizes the need for modernization, accountability, and technology to rebuild an effective public service.

    ReplyDelete
    Replies
    1. Harshani WeerakoonNovember 26, 2025 at 6:51 AM

      Thank you very much for your valuable comment, and what I wanted to do with this blog was to confirm the facts

      Delete
  2. Ashoka JADNovember 25, 2025 at 11:06 PM

    This post highlights the critical need for the Sri Lankan public sector to move from a process-focused, compliance-driven model to an outcome-focused, technology-enabled, and merit-based HRM system to become a productive partner in national recovery.

    ReplyDelete
    Replies
    1. Harshani WeerakoonNovember 26, 2025 at 6:59 AM

      Thank you very much for your comment, and I have also taken steps to highlight the challenges facing Human Resources Management in the public sector

      Delete
  3. CHARUNDYA WICKRAMASINGHENovember 26, 2025 at 2:08 AM

    Well-written and very relevant. You’ve clearly shown how long-term inefficiencies have created HR challenges in the public service, like low performance, poor planning, and slow recruitment.

    ReplyDelete
    Replies
    1. Harshani WeerakoonNovember 26, 2025 at 7:03 AM

      Thank you very much for your comment. Moreover, delayed processes, outdated procedures, and underutilized skills also negatively impacted Human Resources Management in Sri Lanka.

      Delete
  4. Githmini DasanayakaNovember 26, 2025 at 7:01 AM

    This blog clearly shows the difficulties HRM faces in Sri Lanka's well-organized public sector. You have made a clear connection between inefficiency and how it directly affects HR operations also suggested solutions, particularly the focus on digital transformation, transparency, and merit-based systems, are sensible, progressive, and compliant with contemporary HR norms

    ReplyDelete
  5. Awanthi Dissanayake E 283991November 26, 2025 at 10:08 PM

    This blog gives a thorough and well-organized look at the problems with HR in Sri Lanka's public sector, using pertinent research and real-life examples. The logical grouping of problems, from managing performance to planning the staff, helps readers see how serious the matter is. The suggested remedies are practical and in line with current HR standards, which is a good way to move forward. In general, the analysis is helpful and clearly shows how badly reform is needed.

    ReplyDelete
  6. Rukshan HewamallikageDecember 6, 2025 at 5:45 AM

    As someone working in hospitality, I can really relate to the points raised in this article. In hotels, efficiency in HR practices directly impacts guest satisfaction—whether it’s timely recruitment, proper training, or motivating staff to deliver their best. Reading about the challenges in Sri Lanka’s government service reminds me how crucial it is to have clear processes, merit-based promotions, and continuous skill development. Just like in hospitality, where a delay in service can affect the entire guest experience, inefficiency in HR management in the public sector can ripple out to affect citizens’ trust and overall service quality. The solutions suggested—digital transformation, performance-based management, and stronger organizational culture—are exactly the kind of practices we rely on in hotels to keep teams motivated and guests happy. If the public sector adopts similar approaches, I believe it could transform employee morale and service delivery across the country

    ReplyDelete

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