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In an era of unprecedented change, HR leaders call for a radically agile workforce

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7 months ago

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In a world grappling with what many now call a “polycrisis”—a convergence of economic instability, geopolitical tension, and relentless technological disruption—the old paradigms of workforce management are no longer simply outdated; they are liabilities. For businesses in Sri Lanka and across the globe, survival and growth now depend on a new, more dynamic asset: a workforce that can pivot, adapt, and innovate on the fly.

This urgent imperative was the central theme at the National HR Conference 2025, hosted by CIPM Sri Lanka on June 3rd at the Monarch Imperial. The event convened a panel of distinguished industry leaders, academics, and HR practitioners to grapple with a critical question: How do we build a workforce that is not just prepared for the future, but can actively shape it? The discussion that unfolded was not one of incremental adjustments, but a call for a fundamental reimagining of how we hire, train, manage, and lead people.

The panel, expertly moderated by Janaka Kumarasinghe, featured insights from Mayura Malagala, Chetana Liyanage, Pavithra Kailasapathy, and Rajitha Kariyawasam. Together, they mapped out the profound challenges and actionable strategies for cultivating the future-ready, agile workforce essential for navigating the complex, uncertain decades ahead.

Defining the ‘Future-Ready’ Workforce in an Age of Uncertainty

Moderator Janaka Kumarasinghe initiated the dialogue by posing a question that cuts to the heart of modern strategy: in a future that is largely unknowable, what does “readiness” truly mean?

Pavithra Kailasapathy of the University of Kalam’s Department of Human Resources offered a foundational definition, urging a move away from static planning. “When we talk about a future-ready workforce, we must first humbly accept that we cannot predict what the future holds,” she stated. “The only certainty is uncertainty itself. Crises and disruptions are no longer black swan events; they are becoming the regular rhythm of the global landscape. Therefore, organizations—and indeed, the nation—need a workforce that is inherently adaptable, flexible, and psychologically equipped for swift decision-making amidst constant change.”

She delved deeper, stressing that this capability goes far beyond a simple list of technical proficiencies. “It’s not just about skills; it’s about possessing a growth mindset—the core belief that abilities and intelligence can be developed through dedication and hard work. This contrasts sharply with a fixed mindset, which assumes talent is innate and unchangeable.”

In practice, an employee with a growth mindset sees a challenge as an opportunity to learn, whereas one with a fixed mindset sees it as a threat that might expose their limitations.

“Agility,” Kailasapathy concluded, “is the fusion of this learning ability with the adaptability to apply that knowledge in novel, often high-pressure, situations. It’s about learning, unlearning, and relearning as a continuous cycle.”

Navigating Exponential Change and Geopolitical Shockwaves

The conversation then shifted to the powerful external forces compelling this evolution. Rajitha Kariyawasam, a multidisciplinary executive with deep experience in global manufacturing and business, painted a stark picture of the operating environment.

“This isn’t ordinary, linear change; it’s dramatic, exponential transformation,” he warned. “The rate of change is vast and accelerating, primarily driven by a new wave of technology. We are seeing robotics, AI, and automation not just augmenting human work, but fundamentally redefining entire job categories.” He explained that this isn’t a distant future; AI is already handling complex analytics and diagnostics, while automation is reshaping supply chains. “The agility we have today, which might feel advanced, could very well be obsolete by tomorrow.”

Beyond technology, Kariyawasam highlighted the immense impact of geopolitical volatility. “Strategic plans can be shattered overnight by a single policy decision made thousands of miles away,” he noted. “When a major economic power, like the US, suddenly announces a 44% tariff, it can decimate a company’s core export market in an instant. A company’s ability to survive such a shock depends entirely on its agility.”

How can an organization respond? “It requires a collaborative, ecosystem-wide approach,” he argued. “You need to rapidly explore new markets, reskill your sales and logistics teams, re-engineer products to meet new price points, and potentially adopt new technologies to reduce costs. This is not a challenge for one department; it involves the entire workforce, suppliers, industry bodies, and even government support.”

He pointed to China’s remarkable economic transformation as a powerful, large-scale precedent. “Look at how Chinese companies and institutions fostered a national culture of agility. They invested massively in upskilling their workforce, from factory floors to research labs. They embraced cutting-edge technologies fearlessly and built an infrastructure that could pivot to meet global demand. They turned potential weaknesses into the very drivers of change, a lesson for any company looking to build a forward-thinking, adaptable organization.”

From Theory to Practice: Cultivating an Agile Culture

Understanding the need for agility is one thing; building it is another. Chetana Liyanage provided a practical framework, arguing that all HR practices must be intentionally re-engineered around three core pillars:

Instilling a Growth Mindset: This must be the cultural bedrock. It means leaders must actively model learning, celebrate “intelligent failures” as learning opportunities, and create an environment of psychological safety where employees feel secure enough to voice new ideas and experiment without fear of blame.

Developing Essential Skills and Competencies: The focus must be twofold. While technical skills remain vital, so-called “power skills”—critical thinking, creative problem-solving, communication, and collaboration—are what enable agility. These are the skills that allow technical knowledge to be applied effectively in new contexts.

Strengthening Enabling Systems: An agile culture cannot survive in a rigid, bureaucratic structure. “We cannot foster agility within traditional hierarchies,” Liyanage asserted. “We need to move toward a skills-based approach, empowering cross-functional teams to swarm on problems and opportunities. It’s about creating a ‘gig economy’ within our companies, where talent is deployed fluidly based on project needs, not static job descriptions.”

This requires a radical overhaul of legacy systems. Annual performance reviews become obsolete, replaced by continuous, real-time feedback conversations. Training evolves from monolithic, top-down programs to personalized “micro-learning.”


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Sri Lanka’s 2.3% inflation is a useful macro indicator, but it acts as a veil, says analyst

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19 hours ago

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2026/02/2

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Inflation projections made at the monetary policy round in January 2026 indicate a gradual acceleration of inflation towards the target of 5% by the second half of 2026, with the support of appropriate policies.

Disconnect between national statistics and household sentiment illustrated

Although official data points to a stable headline inflation rate of 2.3%, an independent economic analyst told The Island Financial Review that the public should look beyond this single figure.

Speaking on condition of anonymity, the analyst said, “That 2.3% is a crucial macroeconomic indicator for policymakers, but for the average household, it acts more like a veil. It obscures the sharply different economic realities in different sectors of the economy and, consequently, in different people’s lives.”

“You see, the aggregate is an average, a blend of everything from falling transport costs to soaring medical bills. But no family buys the ‘average’ basket. Your personal inflation rate is dictated by your unique spending pattern, and right now, those patterns are creating winners and losers in a low-inflation environment.”

He illustrated this by taking three contrasting Sri Lankan households.

“Consider a retired couple: their budget is dominated by healthcare, which is inflating at 4.2%, and perhaps occasional treats at restaurants, up 4.0%. For them, the cost of living is rising nearly twice as fast as the headline suggests. That 2.3% figure is of poor comfort to them.”

“Conversely, take a young professional who commutes; they are a direct beneficiary of the 0.9% deflation in transport. Their major expenses – fuel and vehicle maintenance – are supposed to be getting cheaper. Even if education inflation is high, it doesn’t affect them. This individual might feel almost no pinch, experiencing a personal inflation rate of about 1%. The headline number overstates their hardship.”

The analyst expressed his deepest concern for the typical family. “This is where the veil is most dangerous,” he said. “A family with school-going children is hit from multiple sides: Education at 3.9%, daily groceries at 3.3%, and clothing at 3.6%. The slight relief from cheaper transport is negligible against these heavy, non-negotiable expenses. Their budget is being squeezed relentlessly, a pressure the calm 2.3% aggregate completely masks.”

The analyst concluded that this sectoral divergence explains the disconnect between national statistics and household sentiment.

“When people hear ‘inflation is low and stable,’ but feel their wallet straining, it’s not ignorance. It’s because their personal basket is heavy with the sectors that are heating up – essential services, education, and food. The 2.3% is a useful indicator for the economy at large, but it should not blind us to the fact that many families are experiencing a much harder personal financial reality. Lifting that veil is key to understanding the true cost of living.”

by Sanath Nanayakkare

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Sri Lanka explores climate finance after Cyclone Ditwah

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19 hours ago

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2026/02/2

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SLYCAN Trust convenes key forum on loss and damage funding

As Sri Lanka seeks funds as a climate-vulnerable nation, SLYCAN Trust convened a High-Level Forum on Climate Finance and Climate-Related Extreme Events in Colombo on January 20, 2026. The forum focused on improving access to finance for recovery and resilience, particularly following the severe impacts of Cyclone Ditwah in late 2025.

Dennis Mombauer, Director of Research and Knowledge Management at SLYCAN Trust, emphasised the urgency of building long-term resilience and addressing loss and damage.

“This Forum convenes key actors to identify pathways for accessing finance and managing climate risks,” he stated.

In a virtual keynote, Mathilde Laurans, Deputy Executive Director of the Fund for Responding to Loss and Damage (FRLD), announced that the fund opened its first call for proposals on December 15, 2025, with submissions accepted until June 15, 2026. “This milestone means that countries like Sri Lanka can now engage with us for support,” she said.

K.K.A. Chamani Kumarasinghe, Additional Director at Sri Lanka’s Climate Change Secretariat, highlighted the extensive damage caused by Cyclone Ditwah and stressed the need to strengthen response systems. She commended SLYCAN Trust for creating platforms that connect global climate processes with national priorities.

The forum included panel discussions with representatives from international climate finance institutions and technical experts, focusing on practical steps to enhance Sri Lanka’s climate resilience and improve local-level access to finance.

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Browns Hotels & Resorts brings a century of tea heritage to life at Newburgh Ella

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19 hours ago

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2026/02/2

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The ribbon cutting marking the official opening of the resort

In the mist-veiled heart of Sri Lanka’s hill country, where Ella has earned global recognition as one of the island’s most photographed destinations, Browns Hotels & Resorts introduces a new chapter in experiential hospitality with Newburgh Ella – The Tea Factory Resort. Once a working tea factory, the century-old estate, originally established in 1903 by the legendary Scottish tea planter George Thomson, has been carefully transformed into a luxury resort, preserving its industrial character and historical soul while elevating it into an immersive experience. Set against dramatic mountain backdrops and defined by its iconic orange chimney, the resort commands world-famous views of the Ella Gap, framed by Ella Rock and Little Adam’s Peak — where landscape, legacy, and luxury converge.

On 30 January 2026, Newburgh Ella officially opened its doors to travellers from around the world with a ceremonial launch attended by Eksath Wijeratne, CEO of Browns Hotels & Resorts; Gangadaran Velsamy, General Manager of Newburgh Ella; Priyal Perera, Head of Projects and Procurement; Nishad Rajapakse, Manager – Engineering; along with key officials from Browns Hotels & Resorts. The event featured traditional regional performances and a ceremonial presentation of the first keycards to Newburgh Ella’s inaugural guests by the resort staff.

This unveiling marks the soft opening of Newburgh Ella, with the property currently progressing through its LEED and green certification processes. As part of its sustainability journey, the resort operates on a fully paperless concept, with digital check-in and digital menu systems in place, reinforcing Browns Hotels & Resorts’ commitment to responsible and future-ready hospitality.

Located on the Ella–Passara main road, near the Nine Arch Bridge and Pekoe Trail, Newburgh Ella features 41 thoughtfully designed rooms, categorised as Silver, Gold, and Bronze — inspired by the hierarchy of tea tips. The resort includes special family rooms, exquisite suites, and full wheelchair accessibility, offering inclusivity without compromise. Guests can witness sunrises and sunsets unfold directly from their rooms, framed by emerald vistas, connecting them to the rhythm of the hills.

Dining at Newburgh Ella celebrates the estate’s relationship with tea, land, and craft. 1903 – The Dining Room offers all-day dining with local and international flavours. Eastern Valley, an open-air restaurant, presents Pan-Asian cuisine, while Three Tips, the tea lounge, invites guests to savour the estate’s finest teas. The resort’s bar, George Thomson – The Founder’s Tavern, features specially curated beverage menus inspired by the region, reflecting the warmth of Browns hospitality. Together, these experiences offer the luxury of tea factory living, blending heritage, craft, and modern comfort.

Beyond its spaces, guests can explore Ella through curated experiences — from estate walks and visits to Ravana and Diyaluma Falls to scenic railway journeys. SKY, the resort’s observation deck, offers breathtaking vistas over tea-carpeted valleys and the world-famous Ella Gap.

Commenting on the launch, Eksath Wijeratne, CEO of Browns Hotels & Resorts, said:

“Tea is one of Sri Lanka’s most powerful global stories, and with Newburgh Ella, we wanted to honour that legacy while creating an experience that goes beyond aesthetics. Guests can connect with the very process, the people, and the land that give Sri Lanka tea its global recognition. At the same time, this project supports the local community, with many former factory staff now part of the resort team, ensuring heritage, sustainability, and hospitality thrive together.”

With the unveiling of Newburgh Ella – The Tea Factory Resort, Browns Hotels & Resorts continues to expand its portfolio of story-led destinations across Sri Lanka, inviting travelers to experience tea country differently — where the finest grade of tea meets the finest grade of stay, steeped in history, character, and heart.

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