Out come of HRD in Software Industry

Presented By
Dhiraj Kumar Bhardwaj
Reg. No.-NHLI09PGDM026
 Introduction
In this 21st Century the world has become global, digital, herbal
and spritual. The predominance of brainpower as the value and
growth creator at the global level has been widely accepted.The
shifting stands of time have underscored the importance of
brainpower as the prime driver of value creation. This study
attempts to present a comprehensive and integrated research on
HRD in software industry to fill the gap in the existing literature.
 Cont………
Out of the three organizational resources, the most
important is Labour/man power/human resources.
For that reason HRD has become very popular in
software industry. These days the software
companies are basically packed with HR. It is felt
that HR alone make all the differences in the
profitability and survival of software companies.
Though the indian Software industry is young and
has faced ups and downs
 Objective
To study the organizational and HRD climate in
Software companies
To enquire into the practices of various HRD
techniques/methods in software companies.
To analyse the outcomes of HRD in software
companies; and
To offer appropritate suggestions for better practice of
HRD techniques in order to minimize negative
outcomes and maximise the positive
 Organizational Structure
Organizational structure of software companies is an
important aspect of HRD. It is observed from the openions
of management respondents of the selected companies that
the decision-making is centralized in WIPRO compared to
INFOTECH,SATYAM. The management respondents of
Infotech opine that the rules are highly formalized
compared to Satyam and Wipro. All the management
respondents of all the respondent companies agreed that
there is a great amount of adoptability in their
organization.
 Organizational Climate
Organizational climate is viewed as the attitude of all the
members of the organization towords it. Members of
organizations have different attitude towords different
department or sub systems. Organizational climate should be
conducive in order to facilitate for HRD. It is mandatory that all
the HRD polices and practices should be made known to
supervisors/managers of knowledge workers in detail.
 HRD climate
Besides the organizational climate, HRD climate is also
good in the respondents organization. The HR department
is now occupying front row so it is recommended that HR
department may be paid further attention by all the
respondents companies.
Potential Appraisal
Potential appraisal is a must for software companies so as
to have a clear competency mapping. Because of
continuous changes in front end and back end operations.
So to motivate and retain the knowledge power
competency mapping is recommended in the organization
Performance Appraisal
It is observed that performance appraisal system is
open in all the respondents companies i.e; Satyam,
Wipro and Infotech.
 It is always best to have more transparent system of
performance appraisal.
The respondents employees of all the three companies
are appraised by 360 degree performance appraisal as
the projects are ultimately evaluated by customers.
 Personality Development and stress relief
programmes
The negative finding is that many personality development
programmes and stress relief programmes are scheduled at week
ends. Though separate training colleges do not exist in the
respondents companies. However it is observed that the
respondents companies are not actively participating in such
programmes which are meant for stress relief on week-ends as
employee prefer to spend time with family . Therefore it is
recommended that such programs should be conducted after the
working hours during week days.
Training and Development
Regardings the facilities in training departments and
effectiveness of induction programmes, all the
employee respondents are happy with the co-
operation they receive before and after training.
Change changes the change before you adopt the
change………… this is true in all the globally competing
companies. Change is obviously for the organizational
development.
Organizational development
It is found that MBO and survey feedback method are
mostly used for the purpose of bringing change in
their organizations. Depending upon the nature of
the change, intensity of change and level of change the
respondent companies make use of internal resource
person or a consultant or both to initiate the
programmes of change.
Impact of organizational Development
It is found that , there is a positive impact of
organizational development at individual employee
level, supervisor level and organizational level. In this
regard Satyam stood first followed by Wipro and
Infotech.
Social responsibility
Towords the social responsibility, it is found that
satyam introduced Alambana programme. Wipro and
Infotech are also popular in giving charities and
contributing to national causes.
It is felt that that increase in profits, enhancement of
brand image and increase in business turnover are due
to the good HRD practices.
Conclusion
HR strategies are aligned properly with the strategies
of organizations to overcome the deficiencies in HR
department. The Government of India should also
intervene into the service matters of knowledge
workers to avoid hire and fire policy.