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Ans 1)Over the past twenty years, there has been an explosion in the application of
information technology within organizations of all types. Hardware, software, networking, and consulting suppliers have been born and flourished, the number of IT professionals has increased exponentially, and billions of dollars have been spent by organizations like WIPRO, INFOSYS etc in the quest to become and remain IT-enabled by the standards of the day. Despite the ongoing cost and reach of information technology enablement within their organizations, many executives still struggle to clearly articulate the value that is being derived. Abraham Maslow’s hierarchy is a five-level model depicting the progression of an individual’s pursuit to meet personal needs. In his widely published book, Motivation and Personality (Maslow, 1954), Maslow explains that the most basic human needs must be satisfied before higher level human needs are generally pursued. When the needs at each level are met, individuals naturally progress to the next level. When a lower level need is denied, however, the individual’s attention may quickly shift to the denied need as the most important priority. Physiological Needs The most basic of needs in Maslow’s hierarchy are biological needs. Humans require oxygen, food, water, and warmth in order to survive. If one or more of these basic needs is lost, the priorities of a person immediately shift to satisfying the missing need. With respect to IT professionals these needs are well met as they draw good salaries and can very well fulfil their biological needs by the exchange of monetary benefits received . Safety Needs Once physiological needs are met, the need for personal safety and security becomes apparent. This need can manifest itself in a variety of ways depending on environmental conditions. At the most basic level, the protection from physical endangerment becomes paramount when the state of personal security is threatened. Meeting the physiological and safety needs provides the basis for personal stability necessary to advance in the needs hierarchy.With IT professionals physical needs relatively satisfied, the individual's safety
needs take precedence and dominate behaviour. Safety and Security needs include: Personal security Financial security Health and well-being Safety net against accidents/illness and their adverse impacts
These are well met by the IT professionals in India since lot of companies provide them health insurances or reimbursement facilities. They are paid handsomely to be secured financially . Social Needs As the comfort and safety needs are satisfied, individuals may then feel the need to belong to a social structure. The satisfaction of the need to be affiliated with a group or groups with which the person identifies provides a sense of belonging and validation. Belonging needs can be met through relationships with single individuals or a larger collection of individuals with whom the person can identify. Comfortable interaction with other individuals and the exchange of emotions, feelings, and thoughts can satisfy
not many IT professionals have been able to fulfil their self actualisation needs because many of the nexters or generation y people who are working in IT(basically an engineer) had not taken up this subject by core interest rather it was chosen for them by their parents or they just picked up the subject to be a part of the rat race. individual stability. It is also the pattern of such collective behaviors and assumptions that are taught to new organizational members as a way of perceiving. the indirect outcome of increased employee satisfaction as well (Bateman & Strasser. and status within the group or groups to which he identifies are key factors in meeting the overall need for self-esteem. and a sense of inclusion within certain groups often then strives to achieve a comfortable level of self-confidence. beliefs and habits. with clients. Ans 2) Organizational culture is the collective behavior of humans who are part of an organization and the meanings that the people attach to their actions. Self-Actualization Needs Beyond the need to meet self-esteem needs is the need to reach self-actualization. The model has been adapted to a variety of applications over the years and remains a useful metaphor for describing a broad a range of maturity journeys. Ques 2)Explain to what extent the organisational culture plays a major role in transforming the business dynamics of the industry . Improvements in commitment levels may have not only positive behavioral consequences. below.In india. Organizational culture affects the way people and groups interact with each other. (incomplete) Ques 3)Do you agree that the job characteristics find a prominent mention in terms of developing organizational commitment of modern day firms? Ans 3) Organizational commitment has been extensivley researched and different researchers have identified its antecedents and outcomes. . Infosys etc .the need for belonging and create a sense of societal inclusion.Many of the IT professionals in India become very ambitious after they have met the basic three needs. 1977). and even thinking and feeling. Since its inception. Antecedents of organizational commitment are quite diverse in nature and origin (Steers. and with stakeholders. The professionals work really hard to make a mark for themselves in companies like WIPRO. so that they achieve a sense of self confidence and respect . respect. makes turnover less likely). but according to the present results. The pressure starts increasing and their is cut throat competition . systems. Self-Esteem Needs A person who has met the needs for comfort. Thus to achieve self actualisation in this field is a rare sight . norms. Outcomes of the feelings about work performance (commitment and satisfaction) as well as being in a job and organization that suits one's values and goals (via job-unit influence and work . 1984).e. working language. Culture includes the organization values.The environment of an IT company is such that it lets people become good friends with each other and let the association among themselves breed healthily. confidence level. Orgnaizational commitment was defined by Allen & Meyer (1990) as “psychological state that binds the individual to the organization (i. he has reached the pinnacle of his potential. Maslow’s Hierarchy has proven to be a very useful framework for understanding and articulating human motivation through the fulfillment of successive needs. an individual is attaining all of what he feels he is capable of becoming. From a self-worth standpoint. visions. Opportunities to leave have a more important effect on turnover than any changes over time in one’s commitment to organization (Marsh & Mannari. symbols. At this level in the hierarchy. 1977). The degree to which an individual feels content with his achievement.
1984). autonomy. is based on the idea that the task itself is key to employee motivation. Therefore. designed by Hackman and Oldham. there are several factors that can influence the relationship. Ques 4) How far the human attitudes play a significant role in developing organizational commitment of contemporary times? Ans 4) The human attitudes play a very important role in developing organizational commitm ent of contemporary times. Thus commitment continues to be an important area for research in human resource management and the present study is an attempt to find out its relationship with determinants i. 1991). but not feel satisfied with the amount of pay that I receive for the work that I put into the job. . work life polices and job characteristics for IT professionals in India. Attitude and behavior also have moderators such as intention to change one’s attitude. The relationship between attitude and behavior has a strong impact on the relationship between job satisfaction and organizational commitment. Attitude precedes behavioral action. identification with. Allen & Meyer (1990) suggested. whereas a challenging job enhances motivation. autonomy and decision authority are three ways of adding challenge to a job. 1993). The first factor has to do with comparison levels. task identity. and feedback) which impact three critical psychological states (experienced meaningfulness. and involvement in the organization.). For example. Thus management’s role in designing the job is of a facilitator rather than a guide. experienced responsibility for outcomes. career opportunities. It states that there are five core job characteristics (skill variety. job characteristics is the area which has received the least attention to induce organizational commitment in IT professionals of India (modern firms). The job characteristics model. Job enrichment and job rotation are the two ways of adding variety and challenge. “commitment is seen as a negative indicator of turnover. Specifically. However. which in turn changes one’s behavior. Continuance commitment “an awareness of the costs associated with leaving the organization” and Normative commitment “a feeling of obligation to continue employment” (Meyer & Allen. a boring and monotonous job stifles motivation to perform well.” Their research also made an important contribution towards defining the three components of organizational commitment. In terms of the relationship between job satisfaction and organizational commitment. etc. Variety. which can be used as an index of how likely a job is to affect an employee's attitudes and behaviors. As a result the IT professionals do not consider job characteristics important. the balance between my behavior (organizational commitment) and my attitude (job satisfaction) are not in line with one another. task significance. work motivation. and knowledge of the actual results). The relationship between attitude and behavior has been studied vastly and has been determined that the two exist on a continuum. absenteeism. Organizational commitment and turnover are both dynamic concepts (Cohen.motivation) affect intentions to quit or stay (Stumpf & Hartman. Affective commitment “the employee’s emotional attachment to. The jobs are organizationally designed which do not take into account the individual differences. The role of the management in this area is simplified as majority of IT professionals are more concerned with growth needs and that they are looking for challenge from work itself. The five core job characteristics can be combined to form a motivating potential score (MPS) for a job. in turn influencing work outcomes (job satisfaction. I may be working at an organization and feel fairly committed to the organization as a whole.e.
Some people will suggest that. the individual may begin to participate in counterproductive work behaviors because of the lack of commitment. They are more interested in leg pulling and back biting. An individual playing politics at the organization is disliked by all. the individual that is committed to their organization but not satisfied with his or her job may feel that the only way to elevate the experienced feeling of cognitive dissonance would be to leave the organization. Effects of office politics . join them. If there is a discrepancy. This in turn may affect the organization's financial turnover and this may lead to layoffs. This asks the questio n. 2. can I do better?” In this example. In this case.A second factor that influences the relationship between organizational commitment and job satisfaction has to do with the alternative options. Common observation says that individuals who play politics at the workplace pay less attention to their work. An individual involved in politics is bound to make more mistakes as his focus is somewhere else. Office politics no doubt can affect an employee's work performance because if an employee feels that no matter how hard he works. employees fail to achieve targets within the stipulated time frame. seniority) or to stay at a job that one is not satisfied with. but the individual may not feel committed to the organization. A third factor that influences the relationship between organizational commitment and job satisfaction has to do with the investment that one has placed in his or her job. They are more interested in spoiling the other person’s image in front of the superiors. Ques 5 )Describe the scenario of “office politics” that become a stumbling block in terms of employee development attempted by the corporate managers? Ans 5 ) Office politics can never be avoided as long as human beings are involved. Decrease in overall productivity Politics lowers the output of an individual and eventually affects the productivity of the organization. the individual may weigh whether or not it is a wise decision to leave the organization and risk possible consequences (losing retirement funds. Everyone that has worked in an organization can tell you that office politics exists and there is little or nothing that anyone can do about it. cognitive dissonance is likely to occur. the individual’s attitude toward his or her job may be satisfaction. Work gets delayed in such an organization. Affects Concentration Individuals find it difficult to concentrate on their work. promotions. if you can't beat them. As a result of politics at the workplace. “Is this organization the best for me? Or.acts as a stumbling block in employee development: 1. An individual may feel that they have invested many years into working at an organization. If the individual is not committed to the organization through behavior. 3. Spoils the Ambience Politics leads to a negative environment at the workplace. he will never receive recognition for his hard work just because he not in the good graces of his line manager. So he comes to work and does not put in the extra effort to ensure that the organization grows. . It spoils the relationships amongst individuals. For example. All three of these factors have a significant role in whether or not our attitudes and behaviors will be in line with one another. but may not be happy at the organization. They spend most of their times criticizing their fellow workers.
managing people in the form of a collective relationship between management and employees. thus demotivating the performers. talent management. Employees playing politics always look for an opportunity to tarnish the image of the fellow workers. pay and perks setting and management. Increases Stress It is rightly said that problems evaporate if discussed. 6. but due to globalization. Individuals find it difficult to confide in any of their fellow workers due to the fear of secrets getting leaked. 5. It is important to have friends at the workplace who help you when needed. personnel management is essentially “workforce” centered whereas human resource management is “resource” . people development and a focus on making the “employment relationship” fulfilling for both the management and employee s. Individuals fail to trust each other. when researchers began documenting ways of creating business value through the strategic management of the workforce. The second definition of HRM encompasses the management of people in organizations from a macro perspective i. Superiors get a wrong picture of what is actually happening in the organization. change management and taking care of exits from the company to round off the activities. Discussions are essential at the workplace to extract the best out of employees.e. HR now focuses on strategic initiatives like mergers and acquisitions. This approach focuses on the objectives and outcomes of the HRM function. technological advancement. retention of people. These definitions emphasize the difference between Personnel Management as defined in the second paragraph and human resource management as described in the third paragraph. Demotivated employees A non performer can be the apple of his boss’s eye simply due to politics.4. and further research. Internal politics do not allow employees to give their hundred percent at work. Wrong Information Employees indulged in politics manipulate information and it is never passed on in its desired form. Evaluating the pros and cons of an idea always helps in the long run. performance management. A wrong person walks away with the credit in an organization where employees are indulged in politics. To put it in one sentence. succession planning. Employees feel demotivated when they are not rewarded suitably or someone who has not worked hard gets the benefits due to mere politics. is the traditional definition of HRM which leads some experts to define it as a modern version of the Personnel Management function was used earlier. it goes unnoticed in a politically driven organization. 7. No matter how much hard work an employee puts in. The function was initially dominated by transactional work such as payroll and benefits administration. What this means is that the HR function in contemporary organizations is concerned with the notions of people enabling. Ques 6) Define Human Resource Management and explain functions of Human Resource Management Ans 6) HR is a product of the human relations movement of the early 20th century. Even the serious employees lose interest in work and attend office just for the sake of it. and diversity and inclusion. Politics increases the stress level of the employees. Individuals are not machines who can work continuously for 8-9 hours without talking to others. Changes the Attitude of employees Politics changes the attitude of the employees. industrial and labor relations. company consolidation. The first definition of HRM is that it is the process of managing people in organizations in a structured and thorough mann This covers the fields of staffing (hiring people).
HR is an exclusive department in almost all organizations and has a number of important functions to perform. Making strategies for reducing the employee turnover rate. 10. Organizational Goals: To understand and define the overall objectives and goals of the organization. for getting the cream employee. employment agencies etc. responsibility and accountability in employees.centered. These are as follows: 1. Personal interviews. his inclination towards performing will be really low due to lack of motivation. They should also scrutinize the post training transformation in the performance the employees and should provide adequate feedback if further improvement is required. Ensuring employee health and safety by abiding to the employee safety and healthregulations. They also require making them understand the overall objective. Ensuring provisions for adequate and promised compensation with fixed and variable benefits to keep them motivated. 11. it can prove to be the best investment made by the company which will definitely furnish quality returns in future. Before moving ahead with recruiting. GD’s. attitude and the workload a candidate can experience so that they may come with a defined mindset and give their best to the job offered to them. 7. Identifying the imperfect areas which requires training and also working towards filling the need gap with the best available training tools. . The key difference is HRM in recent times is about fulfilling management objectives of providing and deploying people and a greater emphasis on planning. Staffing: To assign the right job to the right employee if the proper utilization of the talent is needed. Aptitude test should be unbiased and very serious ly performed. instead they should understand that if the employees are properly trained and developed. HR should realize that training is not an unnecessary expenditure which can be discarded. They also have certain goals and they also want reach the pinnacle of the career ladder. its mission as well as vision. HR’s job does not just ends with the training. It also calls for aligning the skills of the workforce with the company’s mission/vision statement and encouraging them to work towards achieving those organizational objectives. The HR has to identify those needs and work upon them to make the employees feel important and motivated by providing them time to time training related to their field of interest. mission and vision statements and also providing them proper resources which will help him attain those objectives. 9. advertisements. It is to be kept into consideration that if the employee will not find any career advancement in the kind role he is assigned in the organization. 4. It does not only include the present organization requirements but also forecasting the future needs and making strategies for fulfilling them. To continuously stimulate a sense of belonging. Training and Development: To ensure proper availability of latest tools and methods for training the employees as required for their respective competencies. required skills. The candidates should be informed well in advance about the profile of the job. The HR should understand that the employee will not be able to give his 100% if his talent is not utilized in the right direction. the HR manager should ensure the adequacy of the funds to be invested on the recruitment procedure. job websites. monitoring and control. 3. 2. 6. Recruitment: Selecting the best workforce from the labor market by using the recruitment options like internal job portals. 5. To ensure a positive work environment in the organization. FUNCTIONS OF HRM: Today. Managing grievances 8. Employee Career Goals: To understand that the employees are also individual and have their own set of needs.
To keep a record of the employee profiles and database so that it can be readily available at the time of recruitment and staffing and also ensuring its confidentiality. 5. discoveries and inventions. and in some jurisdictions trade secrets. To instill team spirit in employees. industrial design rights. 7. fair and unbiased salary hikes for keeping the employees motivated. which are of great value to us and to the world at large. With the rapid growth in diversified fields of technology. To ensure a positive environment of mutual trust and understanding in the organization. With the increase in cyber crimes and growth of smaller IT firms we can say without doubt that the growth of IT industry in India is based on how intellectual property is managed. phrases. 9. Some of the objectives are as follows: 1. and artistic works. Intellectual property (IP) is a legal concept which refers to creations of the mind for which exclusive rights are recognized. 15. But we have more or less failed to protect and exploit them. the country’s technological prospects and perspectives have to be redefined and one such important zone of globalisation and modernisation are IPR exploitation and IPR protection. . To keep the employees motivated. 4.12. symbols. patents. It is very true that the growth of IT industry is based on intellectual property management as is very important in ways given below: Without the proper management of the intellectual property the business of IT sector cannot achieve such success as it involves the sale of intectual property. 3. To equip the employees with proper resources. 8. 13. literary. such as musical. and with the advent of new scientific inventions and innovations. The area of management of Intellectual Property Rights (IPRs) has assumed a great significance in the present day world of explosive technological growth and developments. 2. Common types of intellectual property rights include copyright. To ensure latest appraisal methods. To ensure employee satisfaction at every level. trade dress. To explore employees capabilities for performing a given job. 14. Intangible assets would become very difficult to manage and the claim to the ownership would become excessively difficult . owners are granted certain exclusive rights to a variety of intangible assets. 6. To encourage the feeling of organizational loyalty in employees. To achieve the organizational goals and objectives. softwares etc. 10. Ensuring effective communication between employees and minimizing conflicts. Ques 7)How far is it true to say that the growth of IT industry in India is based on intellectual property management ? Ans 7 ) Our country is rich in genetic resources and traditional knowledge. and words. To respect the employees as individuals and also respect their individual career goals. There are also some objectives for which HRM performs its aforesaid functions in an organization. To ensure maintaining the quality of work life. To keep a bird eye view on each employees performance and regularly providing feedbacks on the same. Under intellectual property law. had the IP management not done properly in an IT organisation . and designs. trademarks.
Exemplary of this work is Meyer and Allen's model of commitment. Empowerment Empowerment in the workplace has had several different definitions over the years. and job performance. The basis behind many of these studies was to find ways to improve how workers feel about their jobs so that these workers would become more committed to their organizations. Organizational scientists have also developed many nuanced definitions of organizational commitment. Ans 8) In organizational behavior and industrial and organizational psychology. The second is Psychological Empowerment which comes from Social Psychological models and is described as psychological perceptions/attitudes of employees about their work and their organizational roles. defined as an employee's feelings about their job. which affect the well being of workers and functioning of organizations. Role ambiguity and conflict decrease worker's performance and are positively related to the probability of the workers leaving the organization. such as job satisfaction. and energizing towards achieving goals. There has also been debate surrounding what Meyers and Allen's model was trying to achieve.' A psychological view of empowerment describes it as 'a process of intrinsic motivation.IP rights can do little to stimulate inventions in countries like India. organizational commitment is the individual's psychological attachment to the organization. competence. A study done by Ahmad et al. The changes in the IPR regime have necessitated echnological self-reliance. It has been considered 'energizing followers through leadership. Organizational commitment can be contrasted with other work-related attitudes. Role conflict and ambiguity have been proposed as determining factors of workers' job satisfaction and organizational commitment. found support  . The ownership of Intellectual property is a crucial issue that impacts market position and profitability of industries. FACTORS IMPACTING ORGANISATIONAL COMMITMENT IN MODERN TIMES: Role Stress Dysfunctions in role performance have been associated with a large number of consequences. perceived control. and distribution of leadership have been shown to be connected to a worker's sense of organizational commitment. which was developed to integrate numerous definitions of commitment that had been proliferated in the literature. almost always negative. Organizational commitment predicts work variables such as turnover. as borrowing of technology from developed countries will no longer be economically viable Ques 8 ) Explain the concept of organisational commitment of modern times. empowerment.' There are two prominent concepts of empowerment. and numerous scales to measure them. Meyer and Allen's model has also been critiqued because the model is not consistent with empirical findings. enhancing self efficacy by reducing powerlessness and increasing intrinsic task motivation. An individual's experience of receiving incompatible or conflicting requests (role conflict)and/or the lack of enough information to carry out his/her job (role ambiguity) are causes of role stress. The first is Structural Empowerment which comes from the Organizational/Management Theory and is described as the ability to get things done and to mobilize resources. defined as the degree to which an employee experiences a 'sense of oneness' with their organization. organizational citizenship behavior. job insecurity and employability. and organizational. Some of the factors such as role stress.
call centers. mainly in light of the fact that more and more firms have set up their operations there. Job insecurity was found to negatively correlate with job satisfaction and affective organizational commitment in permanent workers. India (and. technological development. But a major challenge that the IT industry per se has been facing is in the field of Human Resource Management. as well as a working environment that is conducive to work. The study found that there was a strong relationship between organizational commitment and the cohesion of the leadership team and the amount of leadership support. Most companies will be able to hire more workers at almost half the cost when they’re in the West. The IT boom has brought with it. software companies. the untapped intellectual talent in the region is immense. and KPOs in all of India.for the relationship between empowerment and job satisfaction an job commitment. The study also found that job satisfaction and organizational commitment were highly correlated with being a permanent worker. Previously held beliefs about job satisfaction and commitment among teachers was that they were negatively correlated with absenteeism and turnover and positively correlated with job effort and job performance. especially in the field of technology and mathematics. the study still showed a positive correlation between empowerment and job satisfaction/commitment. There are several reasons why these large multinational information technology giants have chosen Hyderabad as one of their base of operations in South Asia: for one. its own set of challenges to organisations. Another reason is that labour is especially cheap and abundant. ATTRITION AND RETENTION: . business process outsourcing (BPO) firms. Starting in the 1990s. Distribution of Leadership A study conducted by Hulpia et al. and other technological services were set up. Hyderabad) also have labuor standards that are pretty much more reasonable and relaxed. The study looked at nurses working in England and nurses working in Malaysia. Even when it was only the perception of distributed leadership roles workers still reported high levels of job satisfaction/commitment Ques 9) Discuss briefly the Informational Technology sector problems on HR front with focus on Hyderabad city . how to strategies and compete in the IT era. Job Insecurity and Employability In a study conducted by De Cuyper research found that workers who were on fixed-term contracts or considered "temporary workers" reported higher levels of job insecurity than permanent workers. This study examined how one leader (usually a principal) effected the job satisfaction and commitment of teachers. MAJOR ISSUES FACED IN RECRUITMENT. The study found that when leadership was distributed by the 'leader' out to the teachers as well workers reported higher job satisfaction and organizational commitment than when most of the leadership fell to one person. in extension. Taking cultural context into consideration. making it the center for all call center operations. focused on the impact of the distribution of leadership and leadership support among teachers and how that affected job satisfaction and commitment. Ans 9 ) Hyderabad has been dubbed as the Silicon Valley of India.RECRUITMENT: . How to put in place systems and process that are in tune with the IT revolution.
ENCOURAGING QUALITY AND CUSTOMER FOCUS .The major issue would be of getting the right type of person. Skills. capacity for analytical and logical thinking. . The issue would be that we first have to find a person with the required skills and experience. HR managers believed that the key to retention was salary and career satisfaction. In their quest for manpower. apart from performance-based bonuses. Many organizations frequently conduct employee satisfaction and organization climate surveys. In such a seller's market. and attracting them is a key HR challenge. with the result that software companies have moved from conventional pay-fortime methods to a combination of pay-for-knowledge and pay-for-performance plans. hard work and length of service. keeping in view the long-term organizational objectives rather than short-term production-based bonuses. but for those into their third or fourth jobs. and a challenging environment ranked higher than competitive pay structures as effective retention practices. Our own recent survey of 1028 software professionals from 14 Indian software companies. emphasis is now on profit sharing (employee stock option plans) or performance-based pay. leadership and team building. It has to do with the opportunities that are offered to our employees and organisational climate prevailing here. . and are setting up Manpower Allocation Cells (MAC) to assign 'the right project to the right person'. This would mean a knowledge of 'the tools of the trade' combined with conceptualization and communication skills. . they are cajoling talent around the world. Money was a prime motivator for 'starters'. But the attrition rate is low compared to industry standards. This pressurizes HR teams to devise optimized compensation packages. Our employees are given the opportunity to learn and grow in the company itself. competencies. . and also he must be suitable for our organisation. Though our compensation has been on par with what the industry is offering. long-service awards. Various companies adopt different techniques to retain their employees. They are given a lot of technical training and exposure to various types of project. Monetarily. People in management of human capital in IT organizations has observed that the average tenure for an IT professional is less than three years. many organizations often experience precipitous and simultaneous demands for the same kinds of professionals. job.WORK FORCE RETENTION AND MOTIVATION Retention and motivation of personnel are major HR concerns today. software companies are striving to understand which organizational.ATTRITION AND RETENTION: Software is one of the industry with the highest attrition rate. their value-addition to the organization was more important. With the determinants of pay being profit.ATTRECTING THE BEST TALENT In a tight job market. that's not the reason why our rate is low. performance and value-addition. Finding such a suitable person is the obstacle that we will have to cross over. and reward factors contribute to attracting the best talent one having the right blend of technical and person-bound skills. The challenge facing software companies is how to keep this as low as possible. offering 'the best salaries in industry' is the minimum every company is doing. showed that while the professional gave importance to personal and cultural job-fit. This makes incentive compensation a significant feature. and stock options. Most of them offer exorbitant pay packets. Further. and commitment supersede loyalty. although compensation is not the motivator in this industry. the use of new technologies.COMPENSATION AND REWARD Increasing demands of technology coupled with a short supply of professionals (with the requisite expertise) has increased the costs of delivering the technology. creativity and innovation. The Indian software industry suffers from a shortage of experienced people such as systems analysts and project managers. The challenging work makes it difficult to leave our organisation. In fact. the support of learning and training. some are even helping employees with their personal and domestic responsibilities to satisfy & motivate their workforce! .
The shift to a customer focus redirects attention from the firm to the value chain in which it is embedded. As per the responses of the HR managers.t level of Employee Attrition varies considerably as around 43. Responsiveness includes innovation. Public Recognition of Achievements. Hence. The Timely survey conducted in the organisation to find out whether the people are happy with the company they are working in respondent organizations were observed to be closely monitoring and tracking the performance of the new employees. HR department has to play a key role in designing the policies. and effectively linking with suppliers and vendors to build a value chain for customers. The HR managers of the selected IT organizations in Hyderabad city were interviewed to know about their perception regarding the level of employee attrition in their organizations. quick decision-making. Reasonable and Competitive Salaries as well as Performance Related Incentives have been reported as highly significant factors of employee retention All to create an environment which is friendly instead of pressurising them to give the output as fast as possible the select IT organizations also conduct Exit Interviews. To be competitive today. quality is of utmost importance for the Indian companies. Ans 10 ) The retention of knowledge worker has become extremely critical for the success of a business organization in the present scenario especially in the service sector with lot of people interface. On the basis of the frequency distribution. Participation in Management. addition and bones in their Salary. Contrary to the prevalent belief. Immediate motivation or incentive etc. Proper mentoring is given to the employees and focussed and goal-oriented toward their career when it comes to completion of assignments. With globalization and rapid technological change. Employee attitudes correlate highly with customer attitude. Job Enrichment. The Employees given due recognition for the work being done provision of Fair and Competitive salaries and Performance related Incentives emerged as the leading factors of Employee Retention. Periodical review of the strategies being implemented must be done so as to find out the loopholes in its working employee gains significant work experience. the probability of his attrition rises significantly. Employee gains more and more experience of working in this sector. HR practices within a firm should consequently be extended to suppliers and customers outside the firm. Age and Educational Qualifications were also reported to be relatively significant factors affecting the employee retention in this industry. the HR professional as a strategic partner needs to encourage a culture of superior quality to ensure customer satisfaction. Marital Status was reported to bears highly insignificant factor by one-third of the respondents.6% believe that the level of Employee Attrition is More than the Industry Average. Awards and Rewards. The Employee Attrition is relatively higher. which can enable an organization to retain the human resources contributing significantly to the business. Different organizations had taken their steps to retain their employees which are differing from one organization to another in Hyderabad city : Three fourth percentage of organizations are employing the financial strategies such as Performance based Incentives. pioneering in issuing non-economic practices are also being implemented to keep hold of the manpower. other 40% think that it is Same as Industry Average and only 16.4% of them perceive that the level of Employee Attrition is Less than Industry Average. . leading an industry in price or value. it can be said that the perception of the HR managers across the select IT organizations w.Today`s corporate culture needs to actively support quality and customer orientation. HR practices like Job Rotation. Ques 10) Make a critical comment on Talent Retention scenario in IT industry of Hyderabad city . an organization needs to be customer responsive. Exit Interviews. These findings are based on the perceptions of the HR managers of the respondent organizations and are not based on any factual data collected by the researcher. which earn most of their revenues through exports.r. practices and strategies.
Do not let your employees stagnate. and fear. o Liberate Action. Capture the hearts of your workforce with: Compelling vision/balance/celebration-fun. Know the employee and their motivations. As no single factor can be considered detrimental for attaining high rate of employee retention." Encourage Life Long Learning. Organizations should implement a well-defined Talent Management System according to their business environment so as to acquire. Get your employees to "fall in love" with your organization . develop and retain the required level of talent for their overall long-term growth and success. resistance. and challenge the "status quo. Freedom to Fail. Treat your employees like you treat your most valuable clients . and stress relieving games and other such activities so as to reduce the monotony of the work associated with the IT jobs. anger. Leadership must be deeply invested in retention. Strong retention strategies become strong recruiting advantages .The IT industry gives chances to fresher’s that are well qualified when it comes to their area of interest and application. is a powerful retention strategy. Research shows 46% of people leave their jobs because they feel unappreciated. It is suggested that the organizations should incorporate certain fun . get together. It does not have to cost a lot. Recognition.related activities. Retention is much more effective when you put the right person into the right job. The organizations should employ the Women Related HR Practices to attain the female workforce. o Squeeze status barriers/open the books/pay for performance. o Management can change in a positive way with less harm. Loyalty comes from trusting your employees to develop their skills for the good of the company and for their needs for personal growth and satisfaction. share the "bad" times and the "good" times. . o “Guarantee Employability. reduce bureaucracy. Know the job. in various forms." Breathe life into your organization. .
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