The area of Human Resource Management has obtained substantial importance with

the growth of the human driven sectors such as information technology and
hospitality. Today the IT industrial sectors are more and more united about the
effectiveness and influence of the various human resource management processes and
practices. In the IT industry scenario, managing the people conjecture has become a
core task faced by the managers. Human resource management is critical to any IT
set-up, since it practices face to face interaction with client’s member of the work
force and, with vendor’s employees (Mehta and Mehta et.al, 2006).

All the scholars till date indicate that the IT firms are managed uniquely and the
employees make definite choices when it is pertained to the type of HRM practices
they want to put into service in their organizations (Halliden and Monks, 2005).

A study by (Pawan Budhwar et al.,2006) reported on the HRM systems and their
significant practices in the Indian IT industry in specified manner. Though some
similarities were identified among the practices, it was found that each firm applied
HRM practices based on their own requirements, culture, and objectives.

The illustration below throws some insight on a range of research executed in the
various human resource management practices.

IT organizations have been going thru the tough challenge of recruiting and retaining
high skilled employees (Heskett et al., 2008). To handle the situation specified above,
organizations in recent times, came up with wide range of recruitment methods,
suitable to their industry and business requirement; however, there is a growing trend
towards ―personality oriented approach for recruitment. i.e., The frame of mind that
matches with the organization’s culture rather than technical skills. (Alvesson and
Willmott, 2002; Callaghan and Thompson, 2002; Thompson and Findlay, 1999).

Due to high attenuation rates, every employee who moves out, costs the company another
$800–$1200 to recruit and train a new employee (Pawan Budhwar et al., 2006).

Given the growth rate of the IT industry in India, employees have wide range of job
options. In today’s IT scenario the ―employee and consumer are rulers, they join an
organization, learn work related skills, undergo training, work for a short duration,
and then vacate (Pillai, 2006).
 In the recent presentation about latest trends in recruitment, it is suggested to focus on
advanced profiling. AI based recruitment and selection should be bought into the
practice. It should be changed from fixed to fluid roles (Tom Haak et al.,2018).

Training and development play a vital role in delivering best Service to customers.
Organizations fund in training and development to achieve balance in enhancing the commitment
of employees (Wood et al., 2006), enhance the service levels to customers (Baum et al., 2002),
developing the working ability of employees (Townsend et al., 2007), enhancing emotional work life
balance(Mulholland et al.,2002).

The training and development activities in the IT industry mainly focus on three
levels of analysis: person oriented or individual oriented training, team, and
organizational oriented training. Individual oriented training and development focuses
on on-the-job oriented training, involving employees to pair up with more
experienced employees and undergo a process of observation, training, and review
(Smith and Dowling, 2001). Off-the-job training uses a combination of lectures,
discussions, and structured assignments to develop task specific skills that address the
specific role requirements (Smith and Smith, 2008).

Team focused training and development focus on the overall level of learning and
skill requirement of team. It focusses on developing skills in teamwork-related
competencies, share and submerge the knowledge within the team (Senge, 1990).

Organizational-focused training and development focus on training and development

interventions towards the organizational goals. (Garavan et.al, 2008).

Rewards plays a crucial role in building and nourishing loyalty among employees in
any organization, which ensures an excellency in performance and workforce
establishment (Young et al., 1998; Wang et al.,2004).

(Autor et al.,1998) states that the use of computer has led to substantial rise in wage
levels. He also threw the light, that new technological advancements causing wage
inequalities, but this is not due to work productivity. He attributes the wage inequality
is due to unobserved personal pressure, which means industry is compensating for the
work pressure that the employee must undergo in the organization.
HRM is moving to more holistic approach by using advanced technologies and being
human centric, by adding value to the stakeholder along with the management. Less
focus should be done on process improvement by improving employee centric
solutions. Necessary adaptive systems. should be made for being in current situation.
Learning should happen with the flow of work. There should be tougher approach to
diversity by giving equal opportunities (Tom Haak et al.,2020)[ CITATION Hil16 \l
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