Challenges in Human Resource Management in the Sri Lankan Government Sector

Challenges in Human Resource Management in the Sri Lankan Government Sector

• Introduction

As of recent data, the government sector in Sri Lanka employs approximately 1.4 million individuals, representing around 15% of the nation’s total population. This significant workforce is organized into a variety of ministries, authorities, and other governmental institutions, each with distinct roles and responsibilities. The National Human Resources Development Council of Sri Lanka (NHRDC) primarily oversees the management of labour policies within this sector. The NHRDC is responsible for both formulating and implementing these policies, ensuring they align with national development goals and workforce needs. Each ministry is required to follow these policies, promoting a consistent approach to human resource development across the government sector. This framework is essential for enhancing efficient governance, improving employee welfare, and addressing the changing demands of public service In Sri Lanka, the National Human Resources Development Council (NHRDC) operates under the Ministry of Public Administration and Services. Recent developments have highlighted the importance of human resource development in the government sector. In 2012, the Sri Lankan government launched a new National Human Resources and Employment Policy (NHREP), aiming to enhance the country's human capital and establish Sri Lanka as a ‘knowledge hub’ in Asia. The primary goals of this initiative are to improve the quality, skill level, efficiency, and transparency within the government service sector National Human Resources Development Council (NHRDC) (n.d.)

 

• Challenges

Sri Lanka stands out as having the highest levels of public sector employment in South and Southeast Asia. As of 2023, 15% of its total workforce, which numbers approximately 8 million people, is employed in the public sector—this accounts for about 1.16 million individuals. The public sector includes various components such as central government, subnational units, and military personnel. Particularly striking is the fact that the Defense and Public Security sectors alone constitute one-third of all government employees, highlighting a significant focus on security within the country's governance structure (Liyanage and Kapilan(2023).

When we compare Sri Lanka to other countries in the region with similar economic profiles, the disparity in public sector employment becomes even more pronounced. For instance, India employs only 9% of its workforce in the public sector, while Vietnam and Bangladesh have even lower figures at 8% and 5%, respectively. These statistics raise important questions about the efficiency and necessity of such a large public workforce in Sri Lanka.

 One of the underlying issues associated with this high level of public sector employment is the allocation of Gross Domestic Product (GDP) to support these positions. A significant portion of the national budget must be devoted to public sector salaries and operational costs, which can hinder economic growth by limiting investments in other vital areas such as infrastructure, health care, and education. Consequently, this situation exacerbates the annual budgetary gap, posing challenges to sustainable economic development in Sri Lanka. Addressing the balance between public employment and economic efficiency will be crucial for the country’s future fiscal health and overall growth trajectory.

Figure: 01

Resource: Liyanage, S. and Kapilan, A. (2023) 

• Barriers

One of the main challenges facing government recruitment is inappropriate political involvement. This interference often skews the hiring process, making it less transparent and equitable. As a result, a significant number of employees in the government sector tend to be hired based on political connections rather than qualifications or merit.

This practice undermines the integrity of the recruitment process and contributes to high turnover rates within government positions. When employees are selected based on favoritism instead of competence, it can lead to inefficiency and dissatisfaction among the workforce. Ultimately, these factors negatively impact the overall productivity and effectiveness of government services, creating unnecessary costs and instability for the country as a whole. Promoting a more merit-based recruitment system could help mitigate these issues and lead to a more efficient and accountable government.

 

• Solutions

To create a strong government recruitment policy, we must clearly define the qualifications and requirements for each position. This means carefully assessing the skills needed for different roles in the public sector. By aligning our recruitment efforts with the right qualifications, we can improve the quality of public services.

A good recruitment policy helps us select qualified individuals and build a skilled workforce ready to meet the challenges of modern governance. When government services have competent professionals, operations run more efficiently, service delivery improves, and public trust grows.

Additionally, by investing in good human resource practices and promoting a culture of excellence, we can encourage growth in the service sector. This will help the government meet the needs of its citizens and positively impact the economy.

Ultimately, a strategic approach to recruitment will ensure that we build a government workforce that is both capable and committed to serving the public effectively.

Conclusion

The human resource management challenges in Sri Lanka's government sector are multifaceted, with issues such as political interference in recruitment, high public sector employment, and inefficiencies in resource allocation. While the country's large public sector workforce plays a crucial role in governance, it also places significant pressure on the national budget, limiting investments in critical areas such as infrastructure, healthcare, and education. To ensure a more efficient and sustainable public sector, Sri Lanka must focus on reforming its recruitment processes, promoting merit-based hiring, and addressing the imbalance between public sector employment and economic growth. A strategic approach to human resource development, aligned with national development goals, will be essential for improving service delivery, enhancing public sector efficiency, and fostering economic stability in the long term. By investing in a skilled and competent workforce, Sri Lanka can ensure that its public sector meets the evolving needs of its citizens while contributing positively to the nation's overall development (Fernando, Kularathna and Gunasekara, (2023)).

 

 References

National Human Resources Development Council (NHRDC) (n.d.) 'Home'. National Human Resources Development Council Sri Lanka. Available at: https://nhrdc.gov.lk/nhrdc/ (Accessed: 13 March 2025).

Liyanage, S. and Kapilan, A. (2023) 'Sri Lanka’s public sector outweighs Asian peers'. Public Finance. Available at: https://publicfinance.lk/en/topics/sri-lanka-s-public-sector-outweighs-asian-peers-1732105255 (Accessed: 13 March 2025).

Fernando, R.L.S., Kularathna, E.A.I. and 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, 5(01). Available at: https://www.researchgate.net/publication/378719022_Human_Resource_Management_Practices_and_Organizational_Performance_in_Public_Sector_Organizations_with_reference_to_Development_Officers_in_the_Colombo_District_in_Sri_Lanka (Accessed: 13 March 2025).