Hr Organizations in Indian It Companies
| |2013 |
| |II Semester, MBA (P.T) |
| | |
| |Kanu Aravindakshan |
|HR ORGANIZATION IN INDIAN IT COMPANIES |
|This document explores the HR organizations across the Indian IT landscape. It gives a perspective on how different organizations evolved|
|over time and how each structure solved some of the key issues plaguing IT industry |
Introduction
The Indian IT industry revenue consisting of software and services for the FY 2012 is expected to cross USD 100 billion. The share of Indian IT industry as a proportion of national gross domestic product has increased from 1.2 per cent in 1998 to an estimated 6.4 per cent in FY 2011. Its share of total Indian exports has increased from about 4% to 26% in FY 2011. It is estimated that industry provides employment to about 10 million people in direct, indirect and induced employment.
This relatively young and flourishing industry has presented some unique challenges within the Indian context. Major challenges include managing human resources in globally distributed team, talent shortage, lack of well-developed HR systems and processes, high employee turnover, lack of work balance and so forth. It is in this context, the HR organizations have a great relevance in solving some of the aforementioned issues.
HR organization – Historical Perspective
For most part of IT industry post liberalization and early IT industry borrowed principles and structure from the ‘personnel management’ and industrial labour relations policies. Clearly, the growth in IT industry did not translate into a balanced growth and transformation in HR policies and well established HR
| |II Semester, MBA (P.T) |
| | |
| |Kanu Aravindakshan |
|HR ORGANIZATION IN INDIAN IT COMPANIES |
|This document explores the HR organizations across the Indian IT landscape. It gives a perspective on how different organizations evolved|
|over time and how each structure solved some of the key issues plaguing IT industry |
Introduction
The Indian IT industry revenue consisting of software and services for the FY 2012 is expected to cross USD 100 billion. The share of Indian IT industry as a proportion of national gross domestic product has increased from 1.2 per cent in 1998 to an estimated 6.4 per cent in FY 2011. Its share of total Indian exports has increased from about 4% to 26% in FY 2011. It is estimated that industry provides employment to about 10 million people in direct, indirect and induced employment.
This relatively young and flourishing industry has presented some unique challenges within the Indian context. Major challenges include managing human resources in globally distributed team, talent shortage, lack of well-developed HR systems and processes, high employee turnover, lack of work balance and so forth. It is in this context, the HR organizations have a great relevance in solving some of the aforementioned issues.
HR organization – Historical Perspective
For most part of IT industry post liberalization and early IT industry borrowed principles and structure from the ‘personnel management’ and industrial labour relations policies. Clearly, the growth in IT industry did not translate into a balanced growth and transformation in HR policies and well established HR
References: People and Performance, Peter Drucker, Butterworth Heinemann IBS Center for Management Research Case studies Nasscom 2012, www.nasscom.org Infosys Annual Report, 2011-2012