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HUMAN RESOURCE MANAGEMENT

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Introduction

MA MANAGEMENT AND INTERNATIONAL BUSINESS HUMAN RESOURCE MANAGEMENT ASSIGNMENT The rapid increase in the globalisation of business and the growing significance of emerging markets suggest that the success of managers in this new century will depend upon on the degree to which they develop an understanding regarding the dynamics of managing human resources. Human resource management is concerned with the people's dimension in organisations. All major activities in the working life of a worker- from the time of his/ her entry into an organisation until he/ she leaves- comes under the purview of Human Resource Management (HRM). Human resource management has societal objectives, which implies that, it needs to be ethically and socially responsible to the needs and challenges of the society while minimising the negative impact of such demands upon the organisation. Human resource management has become a pervasive and influential approach to the management of employment in a wide range of market economies. The presence of formalised personnel functions in India can be traced back to the 1920's and has been common in the Indian organisations for decades. India has a special and unique culture, which varies considerably from East Asian cultures. India is a democratic republic, comprising of six main religious groups, over three thousand castes and has 179 languages. India has one of the largest English speaking populations in the Asia- Pacific region. Though rich in culture and natural resources, India currently faces a number of problems like over population, unemployment and poverty, corruption, an increasing gap between the rich and the poor, excessive bureaucracy etc. These facts show the diverse nature of the Indian workforce. (Budhwar and Debrah, 2001, pg 75). Two important factors that can be considered significant to the management of people in the private and public sectors of India are Employee relations and the Impact of culture. " Employee relations are a set of human resource practices that seek to secure commitment and compliance with organisational goals and standards through the involvement of employees in decision- making and by managerial action." ...read more.

Middle

Re- adjustment in the value system in favour of industrial employment has enhanced the status of the industrial worker today. The change in the employment pattern that has resulted because of changes in industrial activities had tremendously expanded and diversified and undergone a technical transformation in India. Trade union movement in India has a century- long history. Unions have a crucial role to play in industrial relations in India. The union power is exerted primarily at two levels. The first is at the industry level, to establish joint regulation on basic wages and hours, with an employer or the employer's association. The second at the plant level, where the shop stewards organisations exercise joint control over some aspects of work and localised terms and conditions of employment. In India, major trade unions have political affiliations too. Retrenchments and strikes are common, the latter being mostly ineffective. As of today, there are 50,000 registered unions in India. But there have been some recent developments in certain sectors of the society. 'A recent investigation conducted has found that both the Scheduled and the Public Sector banks have, by the large, accepted the adage that 'Union is the other side of Management' and accordingly, the employee associations on the premises of these banks are enacting a powerful role in protecting their members' interest as well as enhancing the bank HRD effort through active participation. On the other hand, union movement is still in infancy in the Cooperative Banks and the managements of these banks are yet to learn to live with the phenomenon.' (Vidya A Salokhe, Vol.16, Iss. 4; pg. 1445, 5 pgs) Employers and employer associations are also an important part of industrial relations. Employer associations operate at local, industry and all India levels. The Confederation of Indian Industries (CII) is a powerful body at the national level, which is doing an admirable job in protecting and promoting the legitimate interests of owners of industries. ...read more.

Conclusion

The current conditions have created a strong need for Human Resource Management in India to seriously emphasis on stopping issues like 'Brain- Drain', promoting women to enter the mainstream of the workforce and to change the less productive work culture to one that is more productive. The growth of emerging economies adds to the complexities of the responsibilities of professionals who manage human capital. For this reason, the Society for Human Resource Management is increasing its international activities and intends to establish offices in Mumbai. These may be considered as some of the future challenges faced by the Indian business. India is viewed as having an advantage in customer-service outsourcing and the software industry. The basis for India's advantage is its large number of educated yet relatively low-wage workers who are fluent in English. In order for Indian organisations to compete with the foreign competitors and to become a true economic power, serious consideration should be given to the arising HR challenges. Most HR professionals are likely to find themselves working increasingly on projects with global aspects in the decades ahead. It may not be easy to develop a core set of accepted human resource practices within the framework of cultural differences, but it will be one of the most important goals the HR profession must accomplish in the years to come. The dynamic and competitive business environment presents a number of challenges to Indian Human Resource Management. Thus it can be concluded that employee relations and culture have important implications on the management of human resource in India. With the rise in globalisation, it is essential that the human resource potential be tapped by understanding the work ethics and values of employees and empowering them to thrive. For this, knowledge about the work culture and attitude of people of a specific geographic location is necessary. The present economy is on where knowledge, innovation and creativity are prized and people are the bottom line. It is crucial that their potential is harnessed rather than just being instructed and controlled. . ...read more.

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