HRM (Human Resource Management) in India has a status that is in many regards common to HRM in other countries. HRM in India shares with others the same factors that dictate HRM policies and practices relevant to skill sets and job competencies, corporate culture "mindset" (customs and values requisite for fit between employee and corporate culture), and mindfulness of legal requirements and restrictions governing HRM actions.
HRM in India has a unique element that regulates...
HRM (Human Resource Management) in India has a status that is in many regards common to HRM in other countries. HRM in India shares with others the same factors that dictate HRM policies and practices relevant to skill sets and job competencies, corporate culture "mindset" (customs and values requisite for fit between employee and corporate culture), and mindfulness of legal requirements and restrictions governing HRM actions.
HRM in India has a unique element that regulates its status. It is acknowledged that in India the status of human resource management has a historical basis in Indian philosophy and religion. This background of largely Vedantic and Hindu influence continues to be a dynamic factor in Indian HRM status as these "enduring traditions" help define India's HRM status in the face of the "context of contemporary challenges."
In addition, the status of HRM in India is newly beginning a transition from Human Resource Management—a function that formerly was known as Personnel Management—to the emerging Human Resource Development (HRD). HRD expands HRM from managing "existing" employee potential into the realm of tapping and developing "hidden" employee potential.
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