Open Access Subscription Access
Open Access Subscription Access
A Study of Challenges and Practices Related to HRM in Software Industry
In the present competitive business surroundings, it is so hard to satisfy the requirements of organizations and personnel. HR and organization performance can generate competitive advantage in an organization by following effective HRM practices. IT industry is a wealth and job creating industry, which has in just a few years, grown to US $ 1 trillion, employing millions of professionals worldwide. The IT industry of India has burgeoned, presenting almost 50% compounded yearly expansion rate over the recent years. Being a knowledgebased industry, a high intellectual asset lends competitive advantage to a firm. With a universal detonation in market-opportunities in the IT sector, the scarcity of manpower both in figures and skills is a major challenge for HR professionals. The associated issues are different certainly: recruitment of world-class staff and their retention, compensation and career planning, technological obsolescence and employee turnover. This research paper tells regarding different HR challenges and practices in software Industries.
Competitive Advantage, HRM, Software Industry, HR Strategy, Services..
- Noe, R. A., Hollenbeck, J.R., Gerhart, B. and Patrick, P.M. (2007) “Human Resource Management: Gaining a Competitive Advantage”, Tata McGraw-Hill, New Delhi.
- Prasad, K. (2005) “Strategic Human Resource Management: Text and Cases”, Macmillan India Ltd., New Delhi. Kandula, Srinivas R.(2003) “Human Resource Management in practice with 300 models : Techniques and Tools”, Sage, Delhi.
- Rao T.V., Rao Raju, and Yadav Tara. (2001). “A Study of HRD concepts, structure of HRD departments, and HRD practices in India”, Vikalpa, ol 261, No. 1, Jan.-Mar Page 49-62.
- Siekel Tom. (2002). “After CRM, it’s ERM: Employee Relationship Management Indian Management”, Vol. 41, Issue 9, July p. 38.
- Storey J. (ed.) (1989). “New Perspectives in Human Resource Management”, Routledge, London, p. 114.
- Truss Catherine. (2001). “Shifting the paradigm in Human Resource Management: From the resource based view to complex adaptive system”. Published in a Research Paper on Human Resource Management by Kingston Business School, Kingston University.
- Thite, M. (2004) “Managing People in the New Economy: Targeted HR Practices that Persuade People to Unlock their Knowledge Power”, Response Books, New Delhi.
- Truss, C. (2001) “Complexities and Controversies in Linking HRM with Organizational Outcomes” Journal of Management Studies, Vol.38, No.8.
- Walker, J.W. and Stopper, W.G. (2000) “Developing Human Resource Leaders” Human Resource Planning, Vol.23, No.1, p.38-44.
- Webb, J. (2004) “Putting Management Back into Performance: A Handbook for Managers and Supervisors”, Allen and Unwin, Australia.
- Joynt, P. and Morton, B. (2005) “The Global HR Manager: Creating the Seamless Organization”, Jaico Publishing House, Mumbai.
- Jyothi, P. and Venkatesh, D.N. (2006) “Human Resource Management”, Oxford University Press, New Delhi.
- Kandola, R. and Fullerton, J. (1994) “Managing the Mosaic: Diversity in Action”, IPD, London.
- Kandula, S.R. (2004), “Human Resource Management in Practice: With 300 Models, Techniques and Tools”, Prentice Hall of India Private Limited, New Delhi.
Abstract Views: 24
PDF Views: 0