Political Influence as a Major HRM Challenge in the Government Sector
Introduction
Human
Resource Management is the heart of any government sector. However, in many
countries, including Sri Lanka, the effectiveness of HRM is often challenged by
various external influences. One of the most significant problems is the
influence of politics, which directly affects new recruitment, staff
promotions, staff transfers, and the overall decision-making process in public
institutions. The government sector lost
its transparency from the HRM side due to the issue mentioned above.
Following Sri Lanka's independence, the public service became
noticeably politicized due to the 1972 Constitution. This issue was further
highlighted in the 1978 Constitution. However, the 1978 Constitution included
several measures aimed at ensuring the public service remains independent and
free from political influence. Nonetheless, in reality, we still do not observe
this independence today(Dilshani T., 2022).
In emerging and less developed nations, the influence of
politics remains a significant concern, mainly illustrated by political
parties' dominance over administrative systems.(Fuenzalida
J., Riccucci N. M., 2018).
Discussion
Political influences impact
important aspects of Human Resources Management, such as recruitment,
promotions, staff transfers, and other HR decision-making processes. Also, this
ultimately brings a negative impact on the performance of the public sector.
1.
Impact
of recruitment
-
Recruitment
plays a big part in shaping the quality and effectiveness of an organization’s
workforce. However, when recruitment is influenced by political pressure or
favoritism, it results in unqualified workers, low employee morale among the
existing workers, and a decline in public service quality.
2.
Impact
of the promotions
-
When politics influence promotions, the
outcomes can be negative. If political parties decide the promotion policies,
skilled individuals may leave the organization. They do this in search of
better job opportunities because they are unhappy.
3.
Impact
of staff transfers
-
If political favoritism affects the transfers,
the negative impact increases. Employees who are transferred unfairly may feel
singled out or punished. This can lead to frustration and a loss of trust in
the system. As a result, it can hurt morale and create insecurity among the
staff.
·
Political influences may also have harmful
impacts on the policy-creation process and resource distribution system in the
government sector.
Policy Creation
-
Governments should make policies based on
public needs. However, political influence can lead to decisions focused on
short-term goals, inconsistent reforms, and the neglect of marginalized groups.
This weakens the effectiveness of policies and hinders social development.
Resource Distribution
Political
interference can prioritize certain regions or projects over actual needs,
causing inefficiency, inequality, and loss of public trust.
In a time when public officials face
significant examination, a more profound wrongdoing is emerging — stemming not
from outside influences but from the institutions themselves that are supposed
to promote fairness and professionalism. This is particularly apparent in the
deliberate hindrance of qualified applicants within Sri Lanka’s Department of
Archaeology, where established practices have been intentionally undermined in
favor of bureaucratic maneuvering and political meddling (Wijesuriya G., 2025).
Solutions
To
prevent the political influence government requires to be strong against it.
The government should publish strong gazettes related to the public sector and
its decision-making process. Also, creating a clear legal framework and active
citizen participation will also help to prevent political influences.
Conclusion
Political influences are a major issue in Human Resources Management in the public sector in Sri Lanka. It is negatively affecting the new recruitments, staff promotions, staff transfers, policy creations, and resource distribution process. To prevent these influences, the government should be independent and strong. The government can introduce new regulations, creating a clear legal framework and active citizen participation to prevent political influences.
References
Dilshani, T. (2022) A comparative
analysis of the politicization of the public service in Sri Lanka after
independence and the changes in administration through the 17th, 18th, 19th and
20th amendments to the Constitution. Available at: https://papers.ssrn.com/sol3/papers.cfm?abstract_id=4194624
(Accessed: 21 November 2025).
Fuenzalida, J. and Riccucci, N.M. (2018) ‘The effects of
politicization on performance: The mediating role of HRM practices’, Review of Public Personnel Administration, pp.
544–569. Available at: https://www.researchgate.net/publication/323313080_The_Effects_of_Politicization_on_Performance_The_Mediating_Role_of_HRM_Practices
(Accessed: 22 November 2025).
Wijesuriya,
G. (2025) Bureaucratic manoeuvring and
the erosion of meritocracy. Ceylon Today, 16 June. Available at: https://ceylontoday.lk/2025/06/16/bureaucratic-manoeuvring-and-the-erosionof-meritocracy/
(Accessed: 21 November 2025).
This blog provides a clear and timely analysis of how political influence continues to hinder effective HRM in Sri Lanka’s public sector. The discussion on recruitment, promotions, and transfers highlights the real impact on transparency and service quality. The use of local examples and research strengthens the argument well. A valuable contribution to understanding the need for depoliticizing public administration.
ReplyDeleteThank you very much for your thoughtful feedback. I’m glad to hear that the analysis resonated with you and that the examples helped illustrate the depth of the issue. Political influence in HRM is often discussed in broad terms, so highlighting concrete local practices—and their impact on service delivery—felt essential to the conversation.
DeleteYour point about the need to depoliticize public administration is especially important. Meaningful reform depends on acknowledging these systemic challenges openly, and reflections like yours help keep that dialogue moving forward.
Thanks again for engaging so constructively with the piece.
Although the discussion makes obvious how political meddling threatens HRM in Sri Lanka's public sector, it frequently offers oversimplified solutions. Without robust enforcement mechanisms and independent oversight agencies, the creation of legislative frameworks and gazettes alone might not be sufficient. Deeper structural problems that make changes hard to maintain, like patronage networks, shoddy accountability frameworks, and societal acceptance of political power, could also be addressed by the analysis. The case would be strengthened by a more critical analysis of the reasons why earlier constitutional protections failed.
ReplyDeleteReading this article on political influence in government HRM reminded me how universal the challenge of fairness in people management really is. In hotels, we see how recruitment, promotions, and transfers directly shape service quality and staff morale. When decisions are made transparently, employees feel valued, motivated, and proud of their work. But when favoritism or external pressures creep in, even the most talented staff lose trust in the system. The article highlights how politicization weakens public institutions, and I can relate that to how lack of meritocracy weakens service industries too. Whether in government or hospitality, HRM is not just about filling positions—it’s about dignity, wellbeing, and creating an environment where people can thrive. For us hoteliers, this is the difference between a guest feeling genuinely cared for or just processed. For the public sector, it’s the difference between citizens feeling respected or neglected. That’s why I believe reforms in HRM must focus on fairness and transparency. In both hotels and government offices, people are the heart of the service. Protecting them from undue influence is the only way to build trust and deliver excellence
ReplyDeleteI agree with your comment, and I also believe that people who are working with honesty can prevent bad political influences
DeleteThe article provides a clear overview of how politics can undermine HRM in government institutions. It explains the effects on policies, resource distribution, and employee trust. Overall, it offers thoughtful recommendations to improve transparency and fairness.
ReplyDeleteThe connection between political interference and declining public service quality is often underestimated. As the article points out, unfair transfers and promotions not only demotivate staff but also lead to brain drain, which ultimately impacts policy execution and public welfare.
ReplyDeleteYou’ve raised a very important point about the challenges faced by HRM in the Sri Lankan public sector. Political influence has indeed become a major barrier to fair and efficient HR practices, especially in areas like recruitment, promotions, transfers, policy-making, and resource allocation.
ReplyDelete