Dr. S. BalasubramanianMr. V. Antony Joe Raja
Management Consultant&Research Scholar
Research SupervisorSchool of Management Studies
Anna University CoimbatoreAnna University Coimbatore
India now becomes a major player in the global stage. Everyone wants to do business with us, this change has given lot of opportunities to our country to grow further but it posed lot of challenges in front of us like Indian software companies gained confidence to acquire foreign giant companies and try to establish themselves very competitive than the foreign companies at the same time we have to give emphasis on the various challenges before us like the gap between people in the corporate world and those in the rural areas is becoming serious concern and the wage differentials between blue collared workers and senior managers, the candidates having good education and communication skills getting more chance in the job market than other people lesser than them, attrition levels are all time high in India for example business process outsourcing facing problems with talent retention.
1. CRITICAL DIMENSIONS OF BEST PRACTICES
Attract and Access
Attracting and retaining talent is becoming a big problem for every organization, they are following every trick and strategy to recruit and retain the employees.
Develop and Grow
Nowadays organizations try to recognize the aspirations of employees and focus on their growth and development. India provides job rotation opportunities to high – performing employees from operations division. This gives them broader understanding of the business.
Engage and Align
Employee engagement has retained the focus of organizational leadership and many companies keep launching new practices to woo employees. They are using innovative practices like “Loyalty Interview”- to find out what is it that makes its employees stay on, the feedback from loyal employees often reflects on the leadership style and is seen to work as a great motivation.
Movement of talent within the organization and outside of the organization sends strong signals to the employees about the organization’s care and concern. Right from the induction, which is often the first impression the employees carries, to the exit interview, the sensitivity displayed by the organization has a lasting impact on all employees.
2. HR PRACTICE IN INFOSYS
As part of its inclusive HR policy, Infosys will throw open a satellite centre in the heart of the city to enable employees (particularly new and to-be mothers) to cut down on travel time to work. The centre, which can accommodate up to 50 women at a time. The company has also initiated a pilot project for employees giving them an opportunity to opt for a one-year sabbatical at any point in their careers. This could be used for childcare, eldercare, higher studies or for health reasons. Announcing this at the Nasscom IT Women's Leadership Summit in Bangalore today, Mr Narayana Murthy, Chief Mentor, said that inclusive policies such as these should be based on justifiable parameters rather than emotional parameters. "For such policies to work, the organisation should benefit as much as the employees." Commenting on the state of gender empowerment in the country, Mr Narayana Murthy said that though the male-female ratio in the Indian IT industry seems to be encouraging (65:35), recently published global gender gap survey by the World Economic Forum is disappointing: India ranks 98th among 115 countries surveyed, lower Sri Lanka, Kenya and Algeria. "We need to understand that women form half of the human resources of this nation, but we have tapped just a fraction of their capacity." Listing some of the challenges faced by women across the globe, Ms Rosalyn Taylor O'Neale, CEO of Barnes & O'Neale, and diversity expert, said that...