Human Resource Roles in India
Human Resource Roles in India
M. Srimannarayana
M. Srimannarayana is Professor, XLRI, Jamshedpur
8310 001, Email: sriman@xlri.ac.in
Abstract:
The purpose of the study is to find out the human resource (HR) roles in India replicating the model for multiple roles proposed by Conner and Ulrich (1996). Based on the data collected from 293 managers - both HR and non-HR, the study concludes that HR is playing predominately administrative expert and employee champion roles now. But in future its predominant roles will be strategic partner and change agent. The study finds that the overall quality of delivery of HR services is going to be increased. Further, no significant difference is established about the HR roles between manufacturing, service and software organisations.
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Introduction:
Human resource (HR) function is facing a diverse set of issues and challenges from both internal and external environment. Global competition, technological advancement, changing profile of employees, skill shortages, retention, downsizing, and outsourcing are some of the most common HR issues and challenges. To address the issues and to meet the challenges, HR has to play different roles. A review of literature reveals different roles proposed by different scholars. This paper makes an attempt to identify the HR roles in India replicating the model for multiple roles proposed by Conner and Ulrich (1996). A brief review of different HR roles proposed by different scholars over a period of time is presented in the first part of the paper. This is followed by summary of evolution of HRM in India. The latter part presents the research carried out in India to find out the HR roles.
Human Resource Roles:
Pigors and Myers (1973) indicate that personnel administration is a line responsibility, but staff function. As it is a staff function, Flippo (1984) mentions that personnel department’s roles are extending advices and services to line managers.
M. Srimannarayana
M. Srimannarayana is Professor, XLRI, Jamshedpur
8310 001, Email: sriman@xlri.ac.in
Abstract:
The purpose of the study is to find out the human resource (HR) roles in India replicating the model for multiple roles proposed by Conner and Ulrich (1996). Based on the data collected from 293 managers - both HR and non-HR, the study concludes that HR is playing predominately administrative expert and employee champion roles now. But in future its predominant roles will be strategic partner and change agent. The study finds that the overall quality of delivery of HR services is going to be increased. Further, no significant difference is established about the HR roles between manufacturing, service and software organisations.
____________________
1
Introduction:
Human resource (HR) function is facing a diverse set of issues and challenges from both internal and external environment. Global competition, technological advancement, changing profile of employees, skill shortages, retention, downsizing, and outsourcing are some of the most common HR issues and challenges. To address the issues and to meet the challenges, HR has to play different roles. A review of literature reveals different roles proposed by different scholars. This paper makes an attempt to identify the HR roles in India replicating the model for multiple roles proposed by Conner and Ulrich (1996). A brief review of different HR roles proposed by different scholars over a period of time is presented in the first part of the paper. This is followed by summary of evolution of HRM in India. The latter part presents the research carried out in India to find out the HR roles.
Human Resource Roles:
Pigors and Myers (1973) indicate that personnel administration is a line responsibility, but staff function. As it is a staff function, Flippo (1984) mentions that personnel department’s roles are extending advices and services to line managers.