HR Industry

Topics: Human resource management, All rights reserved, Management Pages: 8 (873 words) Published: May 28, 2014
The Industry of HR in India
People Matters March 2011
By
Ester Martinez, Gautam Ghosh, Rajlakshmi Saikia

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The People Matters HR Industry Matrix

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The Size of the Industry and Select Players

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The Players – contd.

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Five Challenges

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HR Consulting
• Players: the big four, specialized HR consulting MNCs SME four
MNCs,
local players and individual freelancers.
g
• Service Offerings:





Human capital management;
Health and benefits, including retiral strategy and administration; People angle of transformation, mergers and acquisitions;
Feedback and communication (designing and implementing
surveys)
– Data services (salary, rewards benchmarking, job description)

• Data services currently are more than 50% of larger firms’ y
g
revenues
• Scope for future growth – integrated talent management and leadership development
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Recruiting & Staffing







Players: search, selection and placement companies, job portals, temporary staffing, RPOs, y
,
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,
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g,
,
relocation firms, testing and assessment tools, applicant tracking technologies, background verification services
Senior level (CXO level) hiring - retained. dominated by the multinational companies which position themselves as consulting firms. Hiring at this level foresees a healthy and welcome trend, as the market for talent becomes global and as many firms acquire domain focus Middle management hiring – contingent - clients pay only when the candidates join their organization. This space is also dominated by MNCs along with some large Indian players. Entry level selection & placement services - has many small players that specialize in a location or industry. Consolidation will increase as firms look at managing low margin business through volumes.

Middle and lower hiring has the biggest growth opportunities as more organization look at reducing cost and ‘time-to- hire’ via RPO.
Jobsites/
J b it / portals. St
t l Strong competition and pricing pressures i thi space as diff titi
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in this
differentiation i
ti ti is
based less on product offering and more on establishing scale & brand dominance.

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Learning & Development
• Data on the size of this segment in India is not readily available
• High number of players
• Service offerings –





Technical
Functional
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Behavioral and leadership training
B-Schools offering executive level training
training.

• Technology enabled learning will reach large numbers and y
will be easy to customize.
• Will witness fast growth, as companies begin to look at
training as an investment to improve productivity.
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HR Technology
• Includes all technology service providers from end-to-end HRMS gy
p
products, to niche products for recruitment or payroll management or e-learning, to workforce analytics tools.
• This industry is moving rapidly as a result of demand for integrated support solutions by Indian firms.
• Indian firms (SMEs and large organizations) mirror global organizations in the way HR technology procurement is led by HR and supported by the internal technology team.
• The IT team checks and validates issues like security, performance, disaster recovery while HR assesses the functional capability.

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HR Outsourcing
• Process-driven outsourcing...
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