Globalization and Multi-National Presence
: Presence in more that one countryand work for global clients is a strength as well as weakness for MiND. Theissues like Culture differences, Different time zone, and foreign languages are themajor problems that employees face.
Selecting and retaining talented employee is a challenge in thiscompetitive business scenario for MiND. There are so many different ITcompanies with same business need keen to hire on higher wages.
Training and development
: There are not enough budgets for Training anddevelopment of employees whilst encouraging employees to be innovative andcreative.
Attitude toward risk:
As a global organization they have wrong attitude for risk taking and hence limiting the growth in different domains. They are restricted tomanufacturing domains and not taking there chances to explore different domains.
Challenges in Working Oversees
: There is not enough preparation and skill tounderstand the challenges of living and working overseas. The employees are not provided with special trainings before they go on projects oversees.
They don’t provide great compensation packages for the employees.
Formal work environment:
They do have very good work culture but reallyformal and old structured.
Performance appraisals from a distance
: Major share holders management arealso involved in the appraisals given to the employees working in India thatcreates a gap in understanding the work life and needs of the employees from adistanceIf I am the HR Manager for
MothersonSumi INfotech & Designs Limited,
I wouldreally work hard to cash the advantages and strength this company inherits whilstworking on the weakness they have in order to get the maximum returns. Few importantthings I would like to work on are:1.
Introducing Strategic HRM to meet Challenges of Globalization:
The worldhas undergone a dramatic change over the last few decades, the forces of globalization; technological changes have greatly changed the business environment.MiND is required to respond in a strategic manner to the changes taking place inorder to survive and progress. Strategic Human Resource Management (SHRM)involves a set of internally consistent policies and practices designed andimplemented to ensure that MiND’s human capital contribute to the achievement of its business objectives. Strategic human resources management is largely aboutintegration and adaptation. Its concern is to ensure that: (1) human resources (HR)management is fully integrated with the strategy and the strategic needs of the firm;(2) HR policies cohere both across policy areas and across hierarchies; and (3) HR practices are adjusted, accepted, and used by line managers and employees as part of their everyday work.
SHRM practices are macro-oriented, proactive and longterm focused in nature; views human resources as assets or investments notexpenses
. Implementing SHRM practices in MiND will create linkage to