HR In India …

With umpteen mergers and acquisitions across sectors and the stock markets functioning almost in sync with the world markets the business world in India is witnessing a lot of action. There are issues related to infrastructure, availability of talent, comparisons with China –but there is lot of sustained optimism around the India story .Lot of new businesses are being formed and old businesses are gaining a new texture .With so much happening in the business world there is an everyday change process in the HR profession .This change process is happening across sectors and demands that the HR professional hones his/her skills to cope with the dynamic situation . We are literally at a tipping point – a lot of change is happening and lot of spectacular changes will happen some pleasant, may be some not so pleasant . What’s in store for the HR professional then? Well let’s begin with the inevitable Recruitment function .There is lots and lots of difficult recruitment for the fledgling businesses and established ones with all the constraints of a half developed, sometimes developing economy. The HR professional has to provide new tools to the hiring managers and scale the process to meet the growing business demands .
On the learning and development front I think the thrust is more towards just in time delivery . This has to ironically go hand in hand with long term development planning !Thus the HR professional needs to have ‘hardcore’ OD related skills. State of art tools and methods are being used for effective performance management in organizations .There will be a tendency to shift from the more subjective evaluation processes . All this calls for reducing the transactional activities and thus there is an inevitable shift towards automation of the HR operations domain. Thus use of various ERP applications is gaining popularity across all industry segments and sizes . And then the much vaunted participation in the change management process in organizations. This is taking place (or will taken place in some instances ) in form of partnering business for the expansion activities , incorporating newer practices in each HR sub function and the every necessary change related communication . It could again be both through formal or informal channels .
What does this action mean for the HR professional ? There is no pre determined formula to tackle the change process. But a few things that the professional can do is to a)keep knowledge levels dated b)function in sync with business and be aware of the every changing models and plans c)understand and keep abreast with business financials d)network in the industry and even outside the function e.g. finance function , IT function – as they would play a vital role in shaping the HR function . e)Go back to school – get the necessary certification , practical knowledge / functional competence to acquire ‘delivery skills ‘in at least one area .

I think there would be a time when India specific HR practices evolve and gain validity . Thus the way ahead is extremely challenging and exciting for the Indian HR professional.But in the day to day challenges of the job have we understood the repercussions of the change process ? And most importantly have we prepared ourselves to face the future and even present situation ?