Challenges of Industries Essay Example

and are supposed to include: Childcare at or near the workplace, Job Sharing, Care for sick children and employees, On-site summer camp, Training supervisors to respond to work and family needs of employees, Flexible work scheduling, Sick leave policies, Variety of errands from dry cleaning, dropping children at schools, making dinner reservations etc. nd many more like the same or other.

Making HR activities ethical:

Hiring ethical strong employees is only the beginning. The need to institute mechanisms to ensure ethical conduct of employees is increased a lot with the passage of time. The HR manager needs to carefully screen applications for jobs, weed out those who are prone to indulge in misdemeanors and hire those who can build a value driven organization.

 Organizational Restructuring:

Peter Drucker prophesies in his book (The New Realities) is showing its color and many big companies has reduced their number of management grades, elimination of layers, & redrawing reporting lines within their organization. ITC, HLL, Godrej & Boyce, RPG Enterprises, Raymond Woolen Mills, Shaw Wallace, Ballarpur Industries, Compton & Greaves are some of the companies that are doing so.

Changes are required particularly during the time of Acquisitions and Mergers also during the bad whether of the firm. This is of need to keep people with and working effectively and efficiently.These are done according to the changing character of competition, as major companies operate through complex web of strategic alliances of varying degrees of permanence.

Managing Diversity:

Its value is getting more important issue because of: Increase in the number of young workers in the work-force, increase in the number of women joining the work-force, increase in the proportion of ethnic minorities in the total work-force,

increase in mobility of work-force, international careers & expatriates are becoming common, international experience as a pre-requisite for career progression to many top-level managerial positions.Organizations that can manage diversity better trend to be more flexible because they have broadened their policies are more open-minded, have less standardized operating methods and have developed skills in dealing with resistance to change. 9. Attitude towards Unions: Unionization is preferable because to remain union-free costs the organization heavily.

Pay raises, out of turn promotions, generous perks & other benefits need to be doled out frequently to appease workers. General perception of managers is to avoid unionization but it is very beneficial to the organization.It provide a mean for workers to express before the management conditions prevailing in the workplace. But at the same time because of voice mechanism or the instrumentality role, unionized firm have lower turnover rate and encourage organization to provide more rational and professional management. So the work of HR mangers gets tough here to decide whether is should be there in the organization or not and if yes then how to control it.

Strings of the union are required to be checked time to time for better performance in the firm.

CHALLENGES FACED BY VARIOUS INDUSTRIES TATA CONSULTANCY SERVICES AND THEIR HRM PROBLEMS

Company Profile of TCS Tata Consultancy Services is an IT services, business solutions and outsourcing organization that delivers real results to global businesses, ensuring a level of certainty no other firm can match. With a vision of being in top 10 companies by the year 2010. TCS offers a consulting-led, integrated portfolio of IT and IT-enabled services delivered through its unique Global Network Delivery Mode, recognized

as the benchmark of excellence in software development.

TCS has over 120,000 of the world's best-trained IT consultants in 42 countries.

CHALLENGES IN TCS 1. MAINTAIN WORKFORCE DIVERSITY:

The future success of any organizations relies on the ability to manage a diverse body of talent that can bring innovative ideas, perspectives and views to their work. The challenge and problems faced of workplace diversity can be turned into a strategic organizational asset if an organization is able to capitalize on this melting pot of diverse talents. With the mixture of talents of diverse cultural backgrounds, genders, ages and lifestyles, an organization can respond to business opportunities more rapidly and creatively, especially in the global arena which must be one of the important organizational goals to be attained.More importantly, if the organizational environment does not support diversity broadly, one risks losing talent to competitors.

Since TCS has offices in more than 40 countries, the challenge for hrm is to maintain the proper ratio between foreign and Indian origin employees.

THE MANAGEMENT OF WORKPLACE DIVERSITY

: In order to effectively manage workplace diversity, a HR manager needs to change from an ethnocentric view ("our way is the best way") to a culturally relative perspective ("let's take the best of a variety of ways").This shift in philosophy has to be ingrained in the managerial framework of the HR Manager in his/her planning, organizing, leading and controlling of organizational resources. TCS deals with this challenge by conducting mentoring programs.