Human Resources and Trade Unions in the Public Sector

 

Introduction

Human resource (HR) departments and Trade unions are important players in creating work environment in the public sector. Trade unions advocate employees and defend their rights, whereas HR concentrates on managing personnel and enhancing performance. Together, they may establish a fair and balanced workplace that is advantageous to the public, management, and employees.

This blog investigates the effects of union involvement on HR practices, how public-sector HR and unions might work together effectively, and then uses a case study from Sri Lanka to ground the topic.

 

What is trade union and what role did it play?


What trade unions do in the public sector?

In Sri Lanka, trade unions are groups that speak for workers in order to defend their rights and enhance working conditions. In addition to negotiating improved pay, benefits, and job security with employers or the government, they can assist in resolving employee conflicts and complaints. Otherwise Unions play a role in influencing how HR policies are developed and applied. Trade unions are quite important in the public sector, particularly in sectors like transportation, health care, and education.

Examples in Sri Lanka

Here are some examples of unions in the public sector and how they face with HR issues:

·    The Ceylon Teachers Service Union (CTSU): This union represents teachers in public schools in Sri Lanka. They engage with HR issues such as salaries, promotions, leave recruitments, absorption and other professional matters (Ceylon Teachers Service Union, 2025).

·   The Government Medical Officers Association (GMOA): A union of doctors in the public health sector. Their activities influence HRM in terms of working conditions, duty rosters, pay, job security etc. (Government Medical Officers Association, 2025). 

Discussion

Government sector trade unions are viewed in the state as troublemakers who are heavily influenced by politics and refuse to change with the times. Numerous labor unions that depend on political demands exist in every government sector. This has made the Sri Lankan government ineffective, unproductive, and unprofitable.

Thousands of employees were participating in labor union actions, which resulted in a considerable number of man-days lost each year. As a result, trade union disputes have a significant negative impact on the productivity of Sri Lanka's labor force, putting the country's economy at risk (Fernando K.J., 2020) .

For Example:

Teachers in Sri Lanka's public schools are on strike, demanding a pay hike over the web learning method, but they are also protesting new developments and political abuses behind the scenes (Teacher-Student-Parent Safety Committee, 2021).    

Impacts of union involvement on HR practices in Sri Lanka

Here are some of the positive and negative impacts between trade unions and HR in the public sector in Sri Lanka:

Positive impacts:

·         Talking through unions can reduce misunderstandings and conflicts.

·         Working with unions can make changes go more smoothly.

·         Unions push for fairness, which can boost morale and keep staff longer.

·         Employees feel heard, so they support HR decisions more.

Negative impacts:

  • Unions may fight against new policies or changes. (e.g., performance pay, contract changes, downsizing) they may push back, strike or create industrial action.
  • Some unions are linked to political parties, which can complicate HR work.
  • HR may struggle to balance company needs with union demands.
  • Negotiating with unions can take time.

Conclusion

In summary, trade unions are an important HRM stakeholder in Sri Lanka's public sector. They offer protection and a voice to employees, but they also pose difficulties when reform, flexibility, and performance focus are required. In addition to accomplishing organizational and service delivery objectives, HR professionals in the public sector must interact with unions and actively align with them.

 

References

Ceylon Teachers Service Union, 2025. About CTSU. [Online]
Available at: https://www.ctsu.lk/about 
[Accessed 06 November 2025].

Fernando, K.J., 2020. Trade unions and their impact on productivity: a review of Sri Lankan context from 1995 to 2015. Sri Lankan Journal of Human Resource Management, 10(2), pp. 10–26.


Government Medical Officers’ Association, 2025. Government Medical Officers’ Association. Wikipedia. [Online]
Available at: https://en.wikipedia.org/wiki/Government_Medical_Officers_Association en.wikipedia.org
[Accessed 06 November 2025].


Teacher‑Student‑Parent Safety Committee, 2021. Teacher‑Student‑Parent Safety Committee in Sri Lanka holds successful online meeting. World Socialist Web Site. [Online]
Available at: https://www.wsws.org/en/articles/2021/08/06/slme-a06.html wsws.org
[Accessed 06 November 2025].


YouTube video:https://youtu.be/GVuzfS5ofUc:What is trade union and what role did it play?


Comments

  1. NISHADI MAHAKUMBURANovember 7, 2025 at 8:37 PM

    This blog clearly highlights the complex yet important relationship between HR practices and trade unions in the public sector. Maintaining open dialogue, transparency, and mutual respect is essential for creating a fair workplace where both employee interests and organizational goals are supported. A very insightful read!

    ReplyDelete
    Replies
    1. CHARUNDYA WICKRAMASINGHENovember 13, 2025 at 9:45 PM

      I appreciate your insightful comment. Your observation regarding the value of dialogue, transparency, and respect for one another is greatly valued and fits in nicely with the blog's objectives.

      Delete
  2. Kanishka BandaranayakeNovember 8, 2025 at 7:39 AM

    This article provides a concise and useful summary of the relationship between trade unions and human resources (HR) in Sri Lanka's public sector, skillfully striking a balance between the unions' beneficial role in employee advocacy and their detrimental effects on productivity and reform resistance.

    ReplyDelete
  3. CHARUNDYA WICKRAMASINGHENovember 13, 2025 at 9:49 PM

    Thank you for your thoughtful feedback. I'm happy that the summary was helpful, and I value your thoughts on how to achieve a balance between union responsibilities and HR difficulties in the public sector.

    ReplyDelete
  4. MN7234ES: Ishanka WickramasingheNovember 18, 2025 at 1:30 AM

    This blog clearly explains how is trade unions and HR work together in Sri Lanka’s public sector. The examples are relevant and realistic, and the positive/negative impacts are explained in a very understandable way. The writing shows good awareness of how unions influence HR practices in real situations. Overall, this is really important report

    ReplyDelete
    Replies
    1. CHARUNDYA WICKRAMASINGHENovember 19, 2025 at 11:55 PM

      Thank you so much for your kind words. I’m glad the examples and explanations came across clearly. Highlighting both the positive and negative impacts of trade unions on HR was important, so I’m happy to hear it was understandable and relevant.

      Delete
  5. Kalani BinushaNovember 18, 2025 at 8:21 AM

    Really good post! You highlight how HR and trade unions interact — in a Sri Lankan state bank, this relationship can be especially important for balancing employee rights, collective bargaining, and HR’s strategic goals.

    ReplyDelete
    Replies
    1. CHARUNDYA WICKRAMASINGHENovember 19, 2025 at 11:53 PM

      Thanks a lot for your comment. I’m really glad you pointed out the importance of this relationship within Sri Lankan state banks. Balancing employee rights, collective bargaining, and HR’s strategic goals is definitely challenging, so it’s great to hear that this perspective came through clearly.

      Delete
  6. Nilanka HerathNovember 19, 2025 at 4:50 AM

    This blog gives a well-organized overview of how HR and trade unions interact within Sri Lanka’s public sector. It clearly explains the role of unions, their influence on HR practices, and the challenges created by political involvement and industrial actions. The use of real Sri Lankan examples, such as CTSU and GMOA, makes the discussion practical and relevant. Overall, it provides a balanced perspective by highlighting both the positive contributions of unions and the difficulties they create for HR when implementing reforms.

    ReplyDelete
  7. CHARUNDYA WICKRAMASINGHENovember 19, 2025 at 11:51 PM

    Your point about the balance between union contributions and HR challenges is exactly what I hoped to highlight. Appreciate you taking the time to share your insights. Including real Sri Lankan examples like CTSU and GMOA was important to show how these dynamics play out in practice.

    ReplyDelete
  8. Rukshan HewamallikageNovember 21, 2025 at 12:37 PM

    Reading this piece on HR and trade unions in the public sector really resonated with me as someone working in hospitality. In hotels, just like in schools or hospitals, people are the heart of service delivery. When unions and HR collaborate, employees feel valued and supported, which directly translates into better guest experiences. At the same time, I understand the challenges—balancing operational needs with union demands can be complex. But I believe the lesson for us in hospitality is clear: constructive dialogue with employee representatives isn’t just about avoiding disputes, it’s about building trust and creating a culture where staff dignity and service excellence go hand in hand

    ReplyDelete
  9. CHARUNDYA WICKRAMASINGHENovember 22, 2025 at 9:30 AM

    Absolutely. You’ve made an excellent point. Collaboration between HR and employee representatives is key to building trust and a positive workplace culture. In hospitality, when staff feel valued and supported, it shows in every guest interaction. Constructive dialogue truly strengthens both employee satisfaction and service quality.

    ReplyDelete
  10. Harshani WeerakoonNovember 23, 2025 at 9:00 AM

    Trade unions play an important role in HRM in Sri Lanka’s public sector. They protect employees and give them a strong collective voice. This helps promote fairness, confidence, and stability at work, and you clearly explain it with citations.

    ReplyDelete
    Replies
    1. CHARUNDYA WICKRAMASINGHENovember 24, 2025 at 8:01 AM

      Thank you so much for your comment. I’m glad to hear that the explanation made sense and that the citations helped strengthen the points. Trade unions really do play a significant role in ensuring fairness and stability, especially in Sri Lanka’s public sector.

      Delete
  11. Ashoka JADDecember 5, 2025 at 4:42 PM

    This blog gives a clear and balanced look at the often-tense relationship between HR and trade unions in Sri Lanka’s public sector. It explains the main issue well, HR focuses on performance and efficiency, while unions fight for employee rights and job security. The examples used make the discussion relevant, and the post shows both the good and bad sides of union involvement. However, it could be even stronger by adding a few practical ideas on how HR and unions can work together, such as joint meetings or structured collective bargaining.

    ReplyDelete

Post a Comment

Popular posts from this blog

Women are shaping the workplace

Image
               Figure 1 : Women in the Workplace Drive Powerful Business Change (Source: (Nawaz A.,2025) Overview    As far as the modern organizational hierarchy’s are concerned women involvement and taking over roles at the different stages of the hierarchy, are comparatively high and growing fast. They tends to take leadership roles and showing that they are capable enough of driving any kind of a business towards its vision and mission. According to Muselman C., ( 2025) “Women have made undeniable strides in the workplace, breaking barriers in leadership, advocating for pay equity, and redefining industries. Yet, the journey is far from over. While women hold more executive roles than ever before, they still encounter systemic barriers, wage disparities, and underrepresentation in key decision-making positions.” Roles played by the women in the workplace   *Taking over the Leadership* Women are increasingly taking on le...
Read more

EMPLOYER BRANDING & RECRUITMENT: A POWERFUL COMBINATION

Image
                                     Figure 1 :  Employer Branding (Source: (Muhammad R., 2025)   Introduction Attracting top talent is a major problem for Organization in today's competitive job market. A key tactic to set the company apart and attract new hires is employer branding. It can develop a strong employer brand that appeals to job searchers by highlighting the company's culture, values, and mission. An employer brand should portray an organization as a potential employer for a competitive advantage and brand is important in creating a successful product or service (Love L.F. &, Singh P., 2011). Powerful combination of employer branding & recruitment Together, employer branding and recruitment form an effective strategy that draws in, engages, and keeps the best personnel. People's perceptions of a firm are shaped by its employer branding, wh...
Read more

Ignoring Employee Grievances: A Hidden Barrier to Organizational Success

Image
  Figure 1 : Employee Grievance: Source:  (Zimyo, 2025) Introduction In any job, employees may occasionally feel mistreated or unhappy. When a worker complains about such issues, a grievance is filed. In order to preserve employee satisfaction, establish trust, and create a peaceful work environment for everyone, it is imperative that these complaints be handled properly. The success of an organization may be seriously hampered by employee grievances, which are complaints or discontent about working conditions, management techniques, or interpersonal relationships. Grievance in the workplace Some reasons of Employee Grievances • Poor working conditions • Discrimination or unfair treatment • Insufficient or unclear communication or misunderstandings with management, • Low wages or delayed promotions • Disagreements with management or supervisors • A violation of business regulations. Poor management methods, insufficient wages, harassment, discrimination, an...
Read more