Human resource management (HRM) practices in India have evolved significantly in recent decades as the country has become more integrated into the global economy. HRM in India is now characterized by a mix of traditional and modern approaches, reflecting the country's diverse cultural and economic landscape.
One traditional HRM practice in India is the emphasis on strong relationships between employees and their supervisors. This is known as the "Guru-Shishya" model, in which employees are expected to show respect and loyalty to their superiors. This model is based on the traditional Hindu belief in the guru-shishya (teacher-student) relationship, in which the guru imparts knowledge and guidance to the shishya.
In modern India, however, this model is often blended with more Westernized approaches to HRM, such as performance-based evaluation and training and development programs. These modern practices are becoming more prevalent as companies seek to improve their competitiveness and adapt to the changing needs of their employees.
Another important aspect of HRM in India is the emphasis on diversity and inclusion. India is a diverse country with a wide range of cultural, linguistic, and religious groups, and companies are increasingly recognizing the importance of reflecting this diversity in their workforce. Many companies in India have implemented diversity and inclusion initiatives, such as diversity training for employees and the creation of employee resource groups.
One challenge that companies in India face in terms of HRM is the high levels of employee turnover, which can be costly and disruptive. To address this issue, companies are focusing on retention strategies, such as offering competitive compensation and benefits packages, and investing in employee development and engagement programs.
Overall, HRM practices in India are evolving as the country becomes more integrated into the global economy. While traditional practices such as the guru-shishya model continue to be influential, modern approaches to HRM, such as performance-based evaluation and diversity and inclusion initiatives, are becoming more common. Companies in India are also focusing on employee retention as a way to address the challenges of high levels of turnover.
10 Best HR Practices In India To Develop Better Workplaces
In Bangladesh banking industry is also very influential. Customers are looking for business process excellence, speedy access to market, improvement in quality, benchmarking to world- class standards. On the recommendations of the Central Labour Investigation Committee 1946, several labour legislations were enacted, such as Labour Disputes Act, 1947, Industrial Employment Act, 1946, Factories Act, 1948, etc. Apart from these there are also some other problems faced by the companies are managing people, motivating employees to adopt new technologies, training, recruitment etc. . Most of head of the HR manager were in Mumbai, so the collected of the data from subordinate HR managers or rather HR executives.
HR Policies in India: 10 Best Practices for Employers
. HRM practices refer to organizational activities directed at managing the pool of human resources and ensuring that the resources are employed towards the fulfillment of organizational goals. ADVERTISEMENTS: Kautilya, for example, fixed wages of artisans and also those of hired labourers karmakaras and slaves dasas , which, in practice, were very low. The actors of the system now realise that neither the economy nor the industrial enterprise can survive by clinging to their rigid postures. The results show the majority of Indian enterprises had a high level of recruitment and selection strategic integration in business strategy formulation and implementation. Everyone wants to do business with us, this change has given lot of opportunities to our country to grow further but it posed lot of challenges in front of us like Indian companies gained confidence to acquire foreign giant companies and try to establish themselves very competitive than the foreign companies at the same time we have to give emphasis on the various challenges before us like the gap between people in the corporate world and those in the rural areas is becoming serious concern and the wage differentials between blue collared workers and senior managers, the candidates having good education and communication skills getting more chance in the job market than other people lesser than them, attrition levels are all time high in India for example business process outsourcing facing problems with talent retention.
HRM Practices In India
This treatise presented notions of the financial administration of the state, guiding principles for trade and commerce, as well as the management of people. There are also evidences of slaves being promoted to high offices in the state services, and also of those having founded their own independent kingdoms. . McDonald's is headquartered in Oak Brook, United States and currently Words: 926 Length: 3 Pages Topic: Business - Management Paper : 19232639 Human Resource Management: HRM Human Resource Management is the process that involves planning, executing, recruitment and management of the development measures within an organization. They are influencing the global economy and leading the outsourcing revolution. .
Green hrm practices in india
Training must be viewed as an important investment for future success Zeithmal and Bitner 2004. It is the responsibility of human resource managers in a corporate context to conduct these activities in an effective, legal, fair, and consistent manner. For example- TCS has a Latin American arm based in Mumbai, India which serves an insurance client in Chile with a center in Uruguay as a near-shore location. . Furthermore, by 2050 India is projected to. Indian industrial scenario is passing through a turbulent phase at present. These trainings are quite useful also in terms of providing security to the employees Chiamsiri, S.
Hrm practices in india Free Essays
Craftsmanship also involved a great deal of specialisation. ADVERTISEMENTS: As a result, contact between India and north-western countries appreciably declined, and there was a substantial down string in foreign trade. Opportunities for India : India can collaborate with other countries to create the business environment while providing its domain knowledge and technological expertise for successful outsourcing. Skits: The companies are asking the employees to devise skits to dramatize its values, design screen savers and even create mascots themed on the values, they would much rather hunker down and design some more. Change in Political Environment: In order to safeguard the interest of workers, consumers and the society, government will interfere in business. However, if an employee is dismissed for proven criminal or moral reasons, no gratuity is owed to him. There are examples wherein employers themselves realised the importance of welfare measures in their enterprises.
