Indian HRD climate and practices.

The Indian organisation are experimentally some transition and changes.

The new generation of MBA's are boring into industrial organisation
young executives in there mid 30s are heading HRD/HRM provision in
big companies. Moreover due to the unprecedented advancement in
information technology there is a growing need to understand and
manage this transition and give a direction to this change process in
order to achieve and HRM/HRD strategy the have to integrate HRM
with HRD and organisational development. The HRM strategy in India
in the 21st century has to focus and better individual organisation
interface and greater emphasis on organisational effective than on
personal success. The work forum of 50s & 60s have retired. The middle
level is now at the top with the long over of all possible middle class
values.
HRD is move crucial today for the success of any organisation than
ever before. The question that arises at this point as What majors should the organisation take to influence the human
resource outputs ? The issue that need to be consider to move towards
this goal the as follows.
(1) There is serious need for all of us to trying and transaction at lest that
part of the mgt. where we have the power into learning segments which
could then be systhesised into a learning whole.

(2) Workers must not longer we seen to be carefully nurtured and

constantly develop.
(3) While organisations are becoming conscious of the potential of new
technologies, they must also realised crucial role that human beings
plays in managing that technology.
(4) Those which are able to give relevant training to their personnel and
maintain their willingness to learn new ways to do things can hope to
survive in today economic environment.
Hierarchy, status, authority, responsibility and accountability are
structural concept but in the Indian contest, emotions, filling, emphatic
perception, impressions and the effective components have influenced
people move than any think else. In a work environment people do not
like be treated as puppets, blamed belittled or based. On the other hand
manager till they should think and let workers do. The idea that base in
always right still persists. The boss - subordinate relationship creates
stressful situation, limbering the environments conducive the human
resource mgt.
The subordinate expect that the boss should have integrity her
performance skills commitments guidance, leadership quality and
support as well as patronising tendencies accessibility, wider vision,
sense of empowerment and creditability. On the other hand the boss
expects that he subordinate should have a commitment to job,
undergraduate, competence, reliability, initiative, loyalty to the

organisation self discipline, and a good since of accountability and job

involvement. HRM basically refers to a balanced interaction between
these two sets of expectations however a healthy corporate philosophy
ensuring uniform politics at all levels of an organisation is necessary for
good HRD/HRM in India.
In the 1950s there was a strong believed that employee were requited
in India not to question why but only to do and die. In the 60s term like
man power, staff and personal came to be used and instead of controlling
the employee personnel as statutes reviled that productivity of workers
could be improved it they are organised for the work and in late 70s
people realised that beyond a point productivity depend on people. also
worker started demanding whatever the expected from the employers
over their salaries "personnel" came to called "human resources" sharing
the global thinking. Indian manager behavioural scientist accepted and
introduced such theories models and concepts as two factors theory of
motivation contingency model, social comparison process. etc.
In India at the same time experts observe that there were some
strategic challenges of current time. Such as accelerating rates of
changes in aspects of business, increasing competition, globlisation of
business, technological changes, change in work culture, resource
constrait, transition from industrial to information society, unstable
market owing to economical condition, increase in demands by
corporate stock holders, and a complex psychological environment. We

are how visualisation the possibility of global village but are we

prepared for the ensuring challenges.