People and Organisations

Employer Branding Workforce planning, recruitment and selection, talent management are key element of employee resourcing. Employer branding is essential for better recruitment and selection of employees. As the global economy picks up, there is growing concern about employer branding in order to achieve competitive advantage. In resource-based view it is necessary to acquire talents and keep the best talent to achieve organizational growth and ambitions. Therefore it’s time for leaders to focus on strengthening their organizations’ employer brands. During 2004 – 2008, employer branding became popular as leading companies like Shell and P&G began to pay attention in employer branding as same place as their corporate and consumer branding (Mosley, 2015).Employer branding helps to recruit, retain and engage right people at right time to right job. Employer brand is an intangible asset of an organisation that address competitive advantage by adopting resource base vie

After the industrial revolution trade unions played most important role in ensuring rights of workers and their intervention were very helpful for the workers to acquire more benefits from the employers. According to (gov.uk, 2017) peak level of the trade union membership in UK was arrived in 1979 and after that is declining. Not only in UK but also in the world concerns , number of membership of trade unions are declining and it raises a question that trade unions mediatory role for negotiations is replaced by another substitute. It can be identified three approaches according to the degree of union recognition as: 1.      Full recognition – (collective bargaining) 2.      Partial recognition – (negotiations) 3.      Single union deals.- ( single union agreement, strike free) (Armstrong and Tylor 2014). The constitution of Sri Lanka provides for freedom of association and allows workers to form and join trade unions and there are 2,074 registered labor unions in Sri Lan