HRM trends in India – a professional perspective

• Published in: Strategic HR review 2015-04, Vol.14 (1/2), p.42
• Main Author: Rao, Pramila
• Format: Article
• Language: English
• Subjects: Associations; Corporate culture; Directors; Employee behaviour; Employee involvement; Employee promotions; Employers; Employment; Employment interviews; Flexible hours; HR & organizational behaviour; Human resource management; Leadership; Nirmala, Maria Christine; Performance management; Qualitative research; Recruitment; Social networks; Social responsibility; Succession planning; Trends; Wages & salaries; Work life balance
• ISSN: 1475-4398; 1758-8537
• DOI: 10.1108/SHR-01-2015-0002

In an interview, Maria Christine Nirmala, Head, Content and Research Director of the Society of Human Resource Management (SHRM) in India, talked about the prominent changes in the human resource management in India. She mentions how organizations changed their outlook in relation to the use of social media, leadership development, and talent crunch. She narrates that there are four aspects that most Indian organizations follow in an HRM model: attract, develop, retain, and separate. She stresses that the trend in public firms of employees being promoted based on seniority and not on their performances is easily accepted in the Indian work culture. Employees do not consider it damaging to their professional growth, as they view working for a public company like being in a huge joint family. She added that LinkedIn is the most predominantly used social media by professionals as a screening tool for recruitment.