The Future of Work: Automation and Human Resource Planning in Sri Lanka

 Introduction

Automation is rapidly transforming the nature of work across Sri Lanka, reshaping industries from manufacturing and logistics to banking, healthcare, and the BPO/RCM sector. As organizations adopt technologies such as robotic process automation (RPA), AI-driven analytics, and smart workflow systems, human resource planning has become more important than ever (Weerasinghe, 2022). The future of work in Sri Lanka is not about replacing people; it is about preparing the workforce to collaborate effectively with emerging technologies.


Many Sri Lankan organizations have already begun automating repetitive tasks to improve efficiency. For instance, banks have introduced automated teller solutions, AI chatbots, and digital onboarding systems, reducing manual workload while improving accuracy (Karunathilake, 2023). In manufacturing hubs like Katunayake and Biyagama, smart production lines are helping companies maintain competitiveness in global markets. While these advancements bring significant benefits, they also raise concerns about job displacement and the skills gap among employees.

Human resource planning plays a crucial role in addressing these challenges. Companies need to shift their focus toward reskilling and upskilling employees to prepare them for digitally driven job roles. Research shows that Sri Lankan workers are willing to learn new technologies but often lack structured training and long-term development pathways (Dias, 2021). HR teams must therefore prioritize continuous learning programs, digital literacy training, and career-transition support to ensure that employees adapt successfully.

Additionally, automation requires organizations to rethink workforce structures. Many jobs will evolve into hybrid roles that combine human creativity with machine efficiency. HR professionals must identify future skill requirements such as data interpretation, problem-solving, and human–machine collaboration and integrate these into recruitment, training, and workforce planning strategies. This proactive approach not only protects employees from technological disruption but also strengthens organizational resilience.


However, Sri Lanka still faces challenges such as limited access to advanced training resources, uneven digital infrastructure, and budget constraints in small and medium enterprises. To overcome these barriers, partnerships between the government, private sector, and educational institutions are essential. By building a national strategy focused on technological adaptation, Sri Lanka can create a future-ready workforce capable of thriving in an automated world.

Conclusion

In conclusion, automation is reshaping the future of work in Sri Lanka, but with strategic human resource planning, it can become an opportunity rather than a threat. By investing in skills development, embracing innovation, and preparing employees for new roles, organizations can ensure sustainable growth and contribute to a more competitive and future-focused economy.

References 

Dias, P. (2021) Digital skills readiness in Sri Lanka’s workforce. International Journal of Workforce Development, 4(2), pp. 33–47.
Available at: https://doi.org/10.46243/ijwd.v4i2.58

Karunathilake, M. (2023) Automation trends in Sri Lanka’s banking sector. South Asian Journal of Business and Technology, 11(1), pp. 17–29.
Available at: https://doi.org/10.32628/sajbt-2023-11-01

Weerasinghe, R. (2022) The impact of automation on future employment in Sri Lanka. Journal of Emerging Business Studies, 7(3), pp. 72–85.
Available at: https://doi.org/10.1108/JEBS-2022-734

Comments

  1. Nilanka HerathNovember 21, 2025 at 5:50 AM

    Excellent analysis! The blog clearly explains how automation is transforming work in Sri Lanka and emphasizes the critical role of HR in reskilling, workforce planning, and preparing employees for hybrid human technology roles.

    ReplyDelete
  2. Dilmini WanigasekaraNovember 22, 2025 at 6:07 AM

    A timely topic! Many sectors in Sri Lanka especially banking, healthcare, and BPO are already feeling the impact of automation. HR departments need to move beyond traditional manpower planning and start focusing on digital readiness, continuous learning, and agile workforce strategies.

    ReplyDelete
  3. DayanNovember 26, 2025 at 8:05 AM


    This is a balanced and forward-looking analysis crucial for Sri Lanka's economic future. The article correctly reframes automation not as a job-eliminator but as a transformative force that demands strategic workforce planning. Its emphasis on reskilling, hybrid roles, and the need for cross-sector collaboration provides a clear and actionable roadmap for businesses and policymakers to build a resilient, future-ready workforce.

    ReplyDelete
  4. Hanaa LatheefDecember 12, 2025 at 7:27 PM

    This blog effectively highlights how automation is transforming work in Sri Lanka and emphasizes the critical role of strategic HR planning. It clearly explains the need for reskilling, upskilling, and hybrid workforce development, while addressing challenges such as digital gaps and training limitations. The discussion provides actionable insights for organizations to balance technological adoption with workforce preparedness and resilience.

    ReplyDelete

Post a Comment

Popular posts from this blog

Artificial Intelligence (AI) in Human Resource Management

Image
Introduction Artificial Intelligence (AI) is rapidly transforming HR practices across Sri Lanka’s corporate and service sectors. From BPO and ICT companies to banks, hospitals and retail organisations, many local firms are now integrating AI into recruitment, employee development and workforce analytics. What was once seen as a distant, high-tech concept is now becoming essential for improving efficiency and supporting strategic decision-making. This blog examines how AI is shaping HRM in Sri Lanka, the opportunities it creates, and the challenges organisations must address to benefit responsibly from this technology. In the Sri Lankan HR context, AI is mainly applied in recruitment, attendance management, performance monitoring and training. For example, large BPO and RCM companies use automated CV-screening tools and AI chatbots to handle initial candidate queries, reducing pressure on HR teams. Local banks and telecommunications companies have adopted predictive analytics to identi...
Read more

Performance Management & Reward Strategies in Sri Lanka

Image
Introduction Performance management and reward strategies have become central to how Sri Lankan organizations build motivated, high-performing teams. With rapid shifts in technology, customer expectations, and competition, companies now realize that evaluating employee performance once a year is no longer effective. Instead, modern workplaces in Sri Lanka emphasize continuous feedback, fair reward systems, and performance conversations that support employee growth (Dias, 2021). In many Sri Lankan industries, such as banking, telecommunications, apparel, and BPO, performance management has transformed into a more development-oriented process. Companies like Dialog Axiata and Sampath Bank have introduced systems that focus on real-time feedback and goal tracking rather than relying solely on annual reviews (Kumarasinghe, 2022). This shift is influenced by global HR trends but adapted to fit Sri Lanka’s cultural expectations of fairness, recognition, and interpersonal respect. Reward str...
Read more