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Evolving hr model for india b.v.raghunandan

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  • 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
  • 14. THANK YOU