1. Evolving HR Model for India
-B.V.Raghunandan, SVS College, Bantwal
PG Department of Social Work,
SDM College, Ujire-Karnataka-India
September 5, 2012
2. 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
3. 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
4. • Not Systematised
• Varied Depending Upon Indian Approach
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
5. 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
6. 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
7. 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.
8. Post ILO
• Trade Unionism
• Workers Welfare
• Factory Inspection
• Working Conditions
• Dignity of Workers
• Workers Participation
in Management
• Co-Partnership
• Research in HR
9. 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
10. 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
11. 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
12. • Favouritism Instead of
Professionalism
Myths:
• Religion, Regionalism Performance
and Cronyism Appraisal
• Yes Boss Culture
• Lack of Transparency
• Predatory Competition
• Lack of Team Work
• Dismissal with
Indifference
• Questionable
Practices
13. Redefined
Model
• Labour Legislation
• Trade Unionism
• Employee Participation in Management
• Reasonable Working Hours
• Recruitment of More Employees
• National Agenda
• Transparency in Project Allotment
