evolving hr model for india b.v.raghunandan
TRANSCRIPT
Evolving HR Model for India-B.V.Raghunandan, SVS College, Bantwal
PG Department of Social Work,
SDM College, Ujire-Karnataka-India
September 5, 2012
Nature of HRM• Complex• Ever Evolving• Heavily depends on
psychology• Major Role• Gathered Many Myths• Has to Confront the
Problem of Poor Quality of Leadership
• Inability to deal with the leaders
Simple Approach
• Higher Status than Machines
• Not a Factor of Production, but a Partner in Progress
• Forming a Trust• No Differentiation between
Managerial Cadre and Working Cadre
• Realistic Professionalism• Ensuring the Long-Term
Health of the Workers
Indian Approach• Not Systematised• Varied Depending Upon
Region, Religious Practices and Family Practices
• Feudalistic System to Liberal System
• Flexible Working Hours• Seasonal Employment• No Standardised System
of Wage Payment• Daily Time Wage• No Leave
Genesis of HR in the West• Superior-Inferior Model• Not Different from
Machines• Hire & Fire (continues
even now)• No Concern for Health
of the Workers• 12 Hour Shifts• Dirty Working
Conditions
Restoring Dignity of Labour
• Karl Marx in 1867 –Das Capital
• 1874-Tata’s Empress Mills in Nagpur
• 12 Hour Shift to 8 Hour Shift• Workers Welfare Measure• 1917-Russian Revolution• 1949-Chinese Revolution
Formation of ILO• In 1919 by Treaty of Versailes• 1946-became a Un Agency• Philadelphia Declaration:• labour is not a commodity.• freedom of expression and
association are essential to
sustained progress.• poverty anywhere constitutes a danger to prosperity
everywhere.• the war against want by continuous and concerted international
effort in which the representatives of workers and employers, enjoying equal status to those governments, join them in free discussion and democratic decision with a view to the promotion of the common welfare.
Post ILO
• Trade Unionism• Workers Welfare• Factory Inspection• Working Conditions• Dignity of Workers• Workers Participation
in Management• Co-Partnership• Research in HR
Outcome of HR Research
• HR became an area of Study and Research• Many Psychologists and Biologists undertook
Research• Many Theories of Interest Emerged• Motivation became A Major Area of Interest• Professionalism in Workplace became a Focus• Profitability and Productivity became a Part of
the Package
Outcome of the Study & Emergence of Software Industry
• HR Departments were concerned with Control of Employees more than Training and Motivation
• Eye Wash in the Form of Stress Management• HR Department became an Extension of Finance Department• Each Employee became a chair• Suck the Vitals and Throw them out-New Cattle are Available in
the Market
Changed Work Atmosphere• Acceptance of Customers
Requirements• Timing as Per US Working
Conditions• Acceptance of US
Nationalism• Rejection of Trade Unionism• Work Schedules Beyond 12
Hours per Day• Hire and Fire• Abnormal Work Life• Life of Strain
Myths: Performance
Appraisal
• Favouritism Instead of Professionalism
• Religion, Regionalism and Cronyism
• Yes Boss Culture• Lack of Transparency• Predatory Competition• Lack of Team Work• Dismissal with
Indifference• Questionable
Practices
Redefined Model
• Labour Legislation• Trade Unionism• Employee Participation in Management• Reasonable Working Hours• Recruitment of More Employees• National Agenda• Transparency in Project Allotment
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