Posts by Piumal Bambaradeniya

The evolution of modern talent acquisition suggests that the optimal approach to hiring is not a choice between man or machine, but rather a strategic integration of both. While automated systems provide unparalleled efficiency in data processing and initial screening, human intuition remains indispensable for assessing cultural alignment, emotional intelligence, and long-term potential.

Comme les organisations s’adaptent aux données, les RH ont pris le pas. Les systèmes de ressources humaines se sont transformés, de centres de

As hiring managers and recruiters access top talent via social channels like LinkedIn, social media is expanding within enterprise. Once banned as a

Disruption isn’t coming, it’s already here. From how we consume news to how we commute, disruption is reshaping industries, expectations, and human behavior. It's not just about replacing the old with the new. It's about rethinking the rules entirely. Technology has accelerated cycles of change, blurring the lines between creator and consumer, expert and algorithm, employer and platform. Amidst this transformation, disruption is often seen as a risk. But at OHRMCon in New York City, the message was different.

At OHRMCon in New York, Red Hat CIO Lee Congdon shared a timely perspective on what enables modern organizations to adapt and thrive. As industries continue shifting from industrial-age models to information-driven ecosystems, many companies struggle to keep pace. The idea of the Open Organization, as Congdon explained, offers a practical and scalable way forward one that encourages collaboration, transparency, and agility.

The process of translating HR analytics or people analytics involves converting complex workforce datasets into actionable narratives that facilitate strategic organizational decision-making. By bridging the gap between raw metrics and human-centric storytelling, organizations can move beyond descriptive reporting to predictive insights that align human capital management with long-term business objectives.

Future vision is essential to address todays’ rapidly changing world.  For this series, we have had the opportunity to speak at length with Lee Con

You posted an open role just days ago, and already your inbox is flooded. You look at the hundreds, possibly thousands, of applications flowing into your system, each one promising, or at least claiming, to hold the perfect candidate. The sheer volume is staggering. This isn't efficiency; this is the modern recruiting crisis known as resume overwhelm.

In today’s unpredictable markets, the only constants are acceleration and disruption. Businesses face a growing mandate: respond quickly or risk becoming irrelevant. That’s where leaders like Lee Congdon, Chief Information Officer at Red Hat, step in with clarity. With deep experience in enterprise IT strategy and cultural transformation, Congdon brings a critical message to OHRMCon in New York this October, organizations that can’t move quickly will fall behind, and speed isn’t just technical, it’s cultural.

Catching up with Lee Congdon, CIO of Red Hat, we had a chance to talk with him about his views on how IT organizations and their business

In October, OrangeHRM invites you to OHRMCon in New York City. a conference designed to elevate your perspective on the evolving dynamics of HR and technology. The event features an impressive lineup of global voices, including Lee Congdon, former Chief Information Officer at Red Hat, who recent

For decades, the Human Resources function existed primarily as an administrative necessity, handling payroll, managing compliance, and tracking vacation days. This perception often relegated HR to the realm of cost centers rather than strategic partners. Today, however, that era is decisively ending.

The shift from desktops to smartphones wasn’t just a consumer trend, it changed how organizations manage people. As digital expectations grew, mobile apps became the front line of communication, productivity, and decision-making. Today, the workforce is no longer tied to physical offices or 9-to-5 routines. What matters more is access, secure, fast, and simple.

Across industry and enterprise, applicant tracking systems (ATS) help hiring managers and recruiters attract, manage, and hire desirable talent. To st

Open Source by OrangeHRM is a leading, full-featured HR environment—and it is free. Open Source Version 3.3.1 is the second Open Source release 

The fundamental question every leader must confront in today’s evolving, competitive landscape is about the internal engine of their business. As a leader, you are likely navigating the quiet but persistent challenges of low productivity, high employee turnover intention, and the pervasive global phenomenon often referred to as "quiet quitting."

If you are a business leader operating in today’s volatile labor landscape, you know the true cost of losing top talent. The financial impact of constant churn is devastating, encompassing recruitment fees, onboarding expenses, and the sharp drop in productivity while a critical role remains vacant. However, the most insidious damage comes from talent poaching, the systematic targeting and extraction of your most skilled and experienced people by competitors. This is more than just employee turnover; it is a direct assault on your business continuity and competitive advantage.

OHRMCon is a first-class opportunity to meet open source newsmakers and network in the growing open source community.  It is also a chance to 

The HR industry was shifting rapidly in the early 2010s, pushed by growing demands for transparency, agility, and scalable solutions that worked across borders. October 2015 marked a milestone moment with the launch of the world’s first open source human resources software conference OHRM Con in New York. It wasn't just a gathering.

In today’s fiercely competitive labor market, a company’s ability to attract and secure top talent hinges not just on salary and benefits, but profoundly on the overall candidate experience. Yet, for many organizations, the hiring journey remains stuck in the past. It’s a tedious cycle defined by the infamous “black hole” of applications, where hopeful candidates submit their resumes, only to be met with silence and frustratingly slow progress. This legacy approach, characterized by manual data entry, disconnected systems, and inconsistent communication, actively harms the employer brand, driving away high-quality candidates who demand respect and transparency.

As we navigate the mid-2010s, particularly 2014, LinkedIn is rapidly transforming from a mere professional networking platform into an increasingly central force in global recruitment. While the concept of widespread remote work is still years away from dominating the workforce, organizations are already rethinking how they source, evaluate,

Choosing the right technology to manage your workforce is one of the most critical decisions you’ll face as an organization grows. The foundational technology you select determines everything from employee experience to data compliance. When this decision point arrives, you essentially have two paths before you: adopting a standardized, off-the-shelf human resource management system or commissioning a custom-built solution tailored precisely to your operational needs.

The role of Human Resources has fundamentally shifted. For decades, the department was viewed primarily as an administrative necessity, a processor of payroll, a keeper of records, and a manager of compliance. Today, HR has evolved into "People Operations," a strategic function responsible for attracting, developing, and retaining key talent that drives business success. This modern mandate requires more than spreadsheets and fragmented tools; it demands a unified, agile, and intelligent technology backbone.

Understanding how your team performs goes far beyond simple annual evaluations. Businesses are increasingly recognizing that traditional methods of assessing performance are no longer enough to capture the full scope of employee contributions. You need a system that not only measures results but also provides a comprehensive view of strengths, areas for improvement, and growth opportunities. This is where a holistic approach to performance comes into play, offering a more balanced perspective that benefits both indi

Selecting the perfect HRMS involves a strategic five-step process: defining organizational requirements, establishing a realistic budget, evaluating scalability and integration capabilities, conducting rigorous vendor demonstrations, and verifying data security compliance. By following these steps, organizations can transition from manual processes to a unified digital ecosystem that enhances operational efficiency and data accuracy across the entire employee lifecycle.