Staffing practices in the private sector in Sri Lanka

This paper seeks to present and discuss the findings of a study of staffing practices in the Sri Lankan private sector with particular reference to junior level managerial jobs. The scope of staffing practices consisted of six major areas, namely the usage of information from job analysis in staffing, the sources of labour, selection criteria and selection methods in use, the validation of staffing practices and the involvement of HR managers and line managers in staffing. Design/methodology/approach Sixty‐two companies were selected based on a stratified random sample method from two major types of companies – those listed on the stock exchange and those not listed. A self‐administered questionnaire was chosen as the main mode for data collection. For the study, a combination of quantitative and qualitative inquiries was adopted. Findings Sri Lankan companies placed higher weighting on the external labour market in recruitment and the use of objective criteria in selection. The common ground for the companies is the heavy role that interviews, written examinations, psychometric tests and assessment centres play as selection methods. Originality/value The credibility of management concepts is partly determined by their diffusion across the world. Also, such credibility will be enhanced if the concepts are viewed to be applicable in different country contexts. However, staffing practices remain dubious due to the lack of empirical studies in the context of Asian developing countries. Specifically, no such studies have been conducted in the context of Sri Lanka.