Winds of Change in HR in India

chillibreeze writer — Sujoy Das

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Where does HR in India go from here?

India has witnessed a revolution in the field of Human Resource; it has gone from being just a support function to being a strategic partner in the growth of businesses. It has transformed itself being merely Personnel Management – maintain records and ensure statutory compliances, while doing the bare minimum to keep employee satisfaction on an even keel to being an integrated part of the corporate machinery.

The HR function of 21st century India has made a transition from being ‘behind-the scenes’ support appendage to becoming the critical differentiator in business. Rapid globalization has made companies realize people are the key to growth, the only strategic resource that any enterprise truly needs. This has led to companies routinely using their innovative HR practices as their USP (Unique Selling Proposition) to keep up with the times in the wake of a rapidly changing labor landscape. Companies now recognize that a ‘Highly engaged employee’ the key to success, across business sectors.

An analysis of the main HR problems in India could be done based on the certain challenges that mould the contours of the various sub-functions of HR. The ‘attract, motivate and retain’ mantra that the HR function seeks to deliver for the organization are based on these HR sub-functions.

Employee Sourcing: It is the basis on which the Human resource survives. A large part of the mind space of HR head honchos is committed head hunting. With the opening up of an economy which is not only expanding at a frenetic pace, but also maturing in terms of width and depth of options available to professionals, the war for talent has reached a crescendo. Talent acquisition is now akin to a battle where recruitment professionals are now virtual sales persons selling an alluring employee experience to prospective candidates. In sectors like IT and BPOs, as well as financial services, high attrition levels have become mandatory.

Quality of manpower is another issue needs paying attention to, in India. While millions of graduates and post-graduates pass out of Indian universities each year, the actual number of employable talent is severely limited. Employers have to adopt innovative modes of recruitment to ensure that it can separate the wheat from the chaff.

Employee Motivation: In a market which job-hopping has become the name of the game, keeping the workforce motivated is one of the key challenges of HR. Motivation no longer comes from just a lucrative pay package. Nowadays companies have to walk that extra mile to make the employee feel special to ensure that he doesn’t walk out and into the arms of competition. Talent segmentation and segregation with performance appraisal and rewards is essential to a good team of workers. In essence, as industries evolve, employers have to ensure that apart from the basics of ‘roti, kapda and makaan’, employees also expect job satisfaction, learning and development facilities.

Employee Engagement and Talent Retention: Winning the hearts and minds of talent is of prime importance in the current context. Employees are no longer committed to their companies. Their dedication is towards their own professional growth and careers. Employee engagement means that HR has its eyes and ears close to the ground realities that an employee faces in the job. Issues like work-life balance, fun at work are considered part of the employee experience. And the day and age of cut-throat competition and lack of talent – it’s HR prime function to ensure that it is clued in to the needs of employees. Employee Satisfaction Surveys cannot just remain an exercise and results cannot simply be ignored. Specific ATRs (Action Taken Reports) have to be presented and acted upon as proof of developmental intentions of HR. Addressing grievances is another area that has to be robust so that issues do no escalate. Nip the problem in the bud and ensure productive workplace.

“Attraction, motivation and retention” define the essence of HR deliverables. As the economy booms and industries mature – age old personnel management fundamentals do not remain applicable. Creativity and innovation by HR function can make a big difference in how an employee can actually be attracted, motivated and retained.

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—About our writer: Sujoy writes for Chillibreeze.

 

 

 

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