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

THANK YOU