Tag Archives: globality

Challenges Faced by HR Professionals in IT industry

HR ProductivityTodays, rapidly changing business environment needs a strategic HR planning within the context of the organization’s overall business plan.  To cope up with the emerging requirements, maintain positive work environment  and retaining the talent are few of the major challenges which every HR professionals has to face to make a successful employee friendly company.

With new challenges beyond operational HR issues, the roles and responsibilities of human resource professionals are constantly evolving and expanding. Success of HR decisions depends on company’s business strategies and objectives, which in turn helps HR professionals to develop programs related to employee retention, their training and development and performance oriented rewards.

In past, issues related to wages and job security were foremost issues for employees and employers but now the issues like motivation, retention of workforce, mentoring, training, late night works, lesser wages, no job security, ego hassles between teams, rumours from management, dissatisfaction due to unnecessary policies etc. are getting more common in both small and midsize companies.

Proactive HR professionals always make efforts in understanding staffing challenges, maintain a positive environment to ensure that team stay focused on their core jobs, and stay aligned with company growth objectives. HR professionals need to work independently without any interference from management so that they can make better recommendations and decisions.  Few of the important challenges are:

1) Global Perspective – Technological change

Current Globality era requires HR professionals of all industries to have a global perspective to cater the needs of managing resources in optimal way. Due to global talent crunch, they are bound to look beyond traditional ways of hiring and retaining resources.  This necessitates knowing what companies need, what kind of skill set required and their experience level to justify the requirement.

2) Culture of Sharing and Learning as a Team

Business can only be successful if leaders and their teams are collaborating between themselves. They are learning and sharing the knowledge to grow as a single team instead of different business units.  HR professionals play a key role here, during short listing candidates they look for mind-set who can adjust within company environment, bring positive attitude, and potentially become a leader.

3) Employee and Knowledge Retention

Maintaining low attrition rate is one of the major challenges, which every HR professional faces in IT industry. This industry is growing rapidly and lot of successful ventures are launching to grab the share of this blooming industry. In this, cutthroat competition HR professionals are required to develop a strategy that can retain the talent. Training new talent, knowledge sharing a costly affair and good companies are willing to go extra miles to save talent and maintain a growing and positive work environment.

4) Cross-Functional Resource Balance

It is necessary for HR professionals of those businesses that are operating across the globe toHR Challenges maintain a balance between the benefits given to workforces deployed at different client locations and those placed at main development centre of the company.  In addition to this, balance is required between those who have been working from years and those who have joined recently.  Balance at hierarchy level (top heavy or flat) is also must and must be coordinated with business goal.

5) Protect Resources from Exploitation

In this competitive market, searching for a talent within limited budgets is a challenging and time consuming task. HR professionals expected to utilize one resource on multiple projects.  While focusing on ROI, HR professionals ensure that resources are cross-trained on different skill sets and can do multitasking without being exhausted. They also define the process and matrix to track the training results for improvement in training materials.

The success of above multitasking strategy depends on how better HR professionals analyse the resource pool, requirement and perception of management related to employee benefits.  In India, many small and midsize companies take undue advantage of this strategy. Companies take employees for granted and make them work for extra hours with no basic benefits such as cabs, over times, bonuses etc. and when questioned they give lame reasons about monetary loss, performance issue.

Main challenge for HR professionals is to make a policy, which justifies profits for company and make employees feel enriched. Lot of efforts goes in from HR professionals to make employees satisfied, maintain a positive and learning work environment and have stringent HR processes that help company and employees to grow together rather than just having policies which no one follows.

In outsourcing business, an HR strategy plays a very crucial role since they control the quality and productivity of the main assets. It is imperative for companies to have best HR policies so that their clients get best results and value for the money they pay.

Sales consultants at Globality consulting help business owners and organisations who are searching for software developing companies in India for their IT requirements to connect with those service providers who believe in strong HR processes and treat their employees as an asset to their growth. Get in touch with one of your consultant at hello@globalityconsulting.com for more details.

Future of Outsourcing – Will it be Globalization or Globality?

The need of Outsourcing outsourcingemerged due to a process of international integration of world’s culture, ideas, products, views and thoughts etc. Outsourcing has been an important part for business and has helped developed and underdeveloped economies to grow in a structure way. Outsourcing has allowed organizations to focus more on critical activities and making substantial competitive advantage by eliminating high maintenance processes and giving better meaning to Globalization.

From 19th century onwards Globalization has been a huge activity which has given a new meaning to internal business community and played a key role in outsourcing. Globalization is an activity which is performed by set of multinational companies from developed countries such as United States, United Kingdom, other countries in Europe and Japan for underdeveloped or developing countries such as India, China etc. The commercial flow in this era is purely centric for developed countries only.

globalizationGlobalization is mainly fuelled by quest and strong desire to enter/expand into a new and promising market of developing and under developed countries by offering low-cost products, services and jobs. From past many years, this phenomenon has started losing its charm especially when new companies entered in to the market, competition got aggressive and price war started which resulted in degraded quality of products and services.

From late 90’s market has started changing tremendously. To address the demands, expand and grow aggressively companies wanted a new environment which is far aggressive then their current environment of Globalization and give them more options in flow of commerce. They needed something which can help them to muddle through the changing world and help them to grab more opportunities in rapidly developing economies. This fear of losing markets and profits has fuelled the rise of Globality.

By many acclaimed authors and renowned economists Globality is what comes after GlobalizationGlobality and it’s a new state of worldwide hyper-competition. It is not just an activity – it’s an environment with a quest to serve globalized market aggressively. The main focus of Globality is to enable companies to compete for almost everything may it be competition for customers, partners, development capabilities or resource talent etc. and set-up a new global, free and decentralized business environment by establishing new business and governance practices.

In order to survive, compete today’s rapidly growing economies leaders from all the countries are bound to learn from each other no matter whether they are from developed or developing countries. It is a well-known fact that this environment presents both threats and opportunities by offering new challenges which can be met and manipulated for advantages and then facing barriers to grab them.

If we see today’s outsourcing trend, low-cost solution providers are growing all over the world and that too on very rapid rate which are threatening the growth and stability of markets giving more reasons to organisations due to which they are losing their confidence in outsourcing. They are challenging the leaders from established countries to go beyond the comfort zone and creating a panicky situation. Companies which are new to outsourcing generally get trapped by these challengers and end up spending fortune without getting desired deliverables.

Globality era has enabled companies to safeguard themselves in getting into such traps since Globality address the main challenge of outsourcing by striking a balance between cost and service. Outsourcing has been more structured now and lot of efforts are now going into eliminating the risk, maintaining the service level agreements, providing options to work with multiple vendors to remove dependency on one solution provider. Outsourcing is a tempted market and companies with cash generally tend to get attracted more into it however now companies are cautious and spending time in verifying the vendor capabilities before getting into an engagement with them. It has been noticed by several industry experts that outsourcing market has now gained a new height and nurturing well within Globality environment and to an extent its an end of Globalization.