Development of HR in India

Around the end of the 19th century, “WELFARE OFFICERS” came into being, solely concerned with female protection and grievance redressal.

Companies like Google is highly appreciated in providing freedom of thoughts to its employees. Employees are encouraged to spend a fifth of their time on anything that they are really passionate about. It’s one way in which innovation beyond regular work is encouraged and the passion present in highly spirited and talented employees is fuelled. “It provides the individual with the independence to experiment, improve and innovate while at the same time also benefiting the organisation overall,” says Ramamurti.

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Presently, HR does the following role in the Indian context –

1. Investing in Talent

2. Bracing for Diversity

3. Greater Emphasis on Employee Development.

4. Use of Technology in HR.

5. Motivating the Workforce

6. Managing People

7. Competency Development

8. Trust Factor

9. Work-life Balance

10. Bridging the demand-supply gap

FACTORS INFLUENCING HRM IN INDIA

1.Technological Innovation: Fast technological changes and innovations are going down everywhere in the world. As a result of these technological changes, the technical personnel are more and more required. Hence, procuring technically adept workers is essential to match the dynamic job requirements.

2.Economic Factors: Economic conditions influence the monetary “health” of the organisation. Under favourable economic conditions, the growth of existing programmes and the creation of recent programmes are very likely. With less favourable or deteriorating conditions, contraction or cancellation of some programmes is also necessary. Thus, several economic factors affect the human resources management of an organisation by influencing its operations.

3.Employee’s Organisations: Employee’s organisations have mustered strength that’s parallel to the expansion of industrialism values within the organisations. Labour unions seek to bargain with management over the terms and conditions of employment for their members. As a consequence, most HR activities are subject to joint decision making when a union represents employees.

4.Labour Markets: In labour markets, organisations seek workers (demand for labour), and individuals offer their convenience to organisations (labour supply). Labour supply and demand have implications for all activities, however significantly for compensation and external staffing. Moreover, they’re usually not subject to organisation control, causing potential turbulence and uncertainty for HR management.

5.Dynamic Demand of Employers: Organisations also change, and consequently, their demands for workers also will change. The historical period and neck-to-neck selling competition amongst most organisations demand that the present employees adapt to each changing work situation and learn new skills, information etc., to handle the recent changes.

YOUR WORDS MATTER

“Many times, an organization faces a situation where a new leader is required. It may be due

to a pressing need for change, or to bring in a unique cultural perspective, and so on. But, a research study done by professors Yeun Joon Kim and Soo Min Toh has found that new

leaders mostly just import their previous organization’s culture regardless of the new

organization’s needs. Since this defeats the purpose itself, one solution would be for the new leaders to be aware of their possible past cultural rigidities. Another way is for the company to facilitate full integration and understanding of the company values rather than just provide onboarding. These ideas will enable a smooth leadership change in line with the organization’s culture.”

-SUUDHARSHAN
VAIDHYA

IPM 2020-25
IIM Indore

HRITER

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6.Legal Factors: One of the foremost vital external factors that affect HRM is the legal environment. The management cannot manage the human resources unilaterally. It’s currently compelled to manage its employees in tandem with the legislation enacted by the government at the centre and the states. The vital legislation enacted in India HRM is-Factories Act, Trade Unions Act, Workmen’s Compensation Act, the Payment of Wages Act, The Minimum Wages Act, Payment of Gratuity Act, and the Maternity Benefit Act.

7.Human Resources within the Country: The structure, values and level of education of human resources in the country influence the HRM performance of any organisation. The influence of the workforce in the country can be studied through:

(a) amendment within the structure of employment with the entry of personnel with entirely distinct backgrounds.

(b) The changes that have taken place in the workforce structure over the years have led to the emergence of current values in the organisations.

(c) Increased level of formal education has led to the changes in the angle of workers. The well-read employees continually challenge and question the management’s selections and need a voice in their affairs that affect their interests.

Thus, several environmental factors affect the performance of specific tasks of HRM. Changes within the internal and external environmental factors complicate the duty of each line and human resource manager.