7. hr in it industry

7/30/2019 7. HR in IT Industry

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HR IN IT INDUSTRY

P R E S E N T E D B Y :

A M R I S H A G G A R W A L

A N C H A L W A L I A


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IT INDUSTRY: A GLIMPSE

Software is a wealth and jobcreating industry

Being a knowledge-basedindustry, a high intellectualcapital lends competitiveadvantage to a firm

The shortage of manpower bothin numbers and skills is a primechallenge for HR professionals


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IT INDUSTRY & MAJOR HR ISSUES

I. Workforce Retention and MotivationII. Attracting the Best TalentIII. Compensation and RewardIV. Being the best place to work withV. Coping with the Demand-Supply GapVI. Integrating HR strategy with Business StrategyVII. Encouraging Quality and Customer focusVIII. Up-gradation of Skills through Re-training


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I. WORKFORCE RETENTION & MOTIVATION

Retention and motivation of personnel are major HRconcerns today

People- A Gartner group company specializing inmanagement of human capital in IT organizations- hasobserved that the average tenure for an IT professional isless than three years

HR managers believe that the key to retention is salary andcareer satisfaction

Money is a prime motivator for 'starters

For those into their third or fourth jobs, their value-addition to the organization is more important

Assign 'the right project to the right person

Must help employees with their personal and domesticresponsibilities to satisfy & motivate them


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II. ATTRACTING THE BEST TALENT

Organizations often experience precipitous andsimultaneous demands for the same kinds ofprofessionals

They are cajoling talent around the world

Software companies are striving to understandwhich organizational, job & reward factorscontributes to attracting the best talent

This means knowledge of 'the tools of the trade'combined with conceptualization andcommunication skills, capacity for analytical andlogical thinking, leadership and team building,creativity and innovation


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III. COMPENSATION AND REWARD

Increasing demands of technologycoupled with a short supply ofprofessionals has increased the costs ofdelivering the technology

Software companies have moved fromconventional pay-for-time methods to acombination of pay-for-knowledge andpay-for-performance plans

Skills, competencies, and commitmentsuper cede loyalty, hard work and length

of service This pressurizes HR teams to devise

optimized compensation packages,although compensation is not themotivator in this industry


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IV. BEING THE BEST PLACE TO WORK WITH

What really matters to software professionals isselecting 'the best place to work with'- which is whatevery company is striving to be

Flat structure, open and informal culture, authoritybased on expertise and ability rather than position,and flexi-timings are some of the norms softwarefirms follow

The idea is to make the work place a 'fun place' withthe hope of increasing loyalty and commitment.


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EG. GOOGLE OFFICE @ ZURICH


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THE CABINS.


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THE MEETING ROOMS.


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THE RESTAURANT.


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GYM & GAMES.


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Coping with the Demand-Supply Gap


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Integrating HR strategy with Business Strategy

The strategic HR role focuses on aligning HR practices with businessstrategy

The HR professional is expected to be a strategic partner contributingto the success of business plans, which to a great extent depend on HRpolicies pertaining to recruitment, retention, motivation, and reward

The other major areas of concern for HR personnel in this context are,management of change, matching resources to future businessrequirements, organizational effectiveness, and employee development


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Encouraging Quality and Customer focus

Todays corporate culture needs to actively support quality and customer orientation

With globalization and rapid technological change, quality is of utmost importance

HR professional as a strategic partner needs to encourage a culture of superior quality to

ensure customer satisfaction-the only real measure of quality of a product or service.

To be competitive today, an organization needs to be customer responsive

Responsiveness includes innovation, quick decision-making, leading an industry in priceor value, and effectively linking with suppliers and vendors to build a value chain forcustomers

Employee attitudes correlate highly with customer attitude


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Up-gradation of Skills through Re-training

Rapid and unpredictable technological changes and the increasedemphasis on quality of services are compelling software businessesto recruit adaptable and competent employees

Software professionals themselves expect their employers providethem with all the training they may need in order to perform notonly in their current projects, but also in related ones that they maysubsequently hold within the organization

7. hr in it industry

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