Role Of Hr System In Service Sector

Dynamics of HR System in Service Sector in an Indian Perspective

Mr. Ashok Kumar Mishra

Research Scholar

Dept. of Commerce & Management

Ravenshaw University

E-mail- [e-mail]

Mr. Shyamasundar Tripathy

Faculty, HRM (MBA)

Institute of Professional Studies and Research (IPSAR)

Cuttack, Odisha, India

E-mail- [e-mail]

ABSTRACT:

Services Sector Growth Rate in India GDP has been very rapid in the last few years. The Service Sector contributes the most to the Indian GDP. The Growth Rate of the Services Sector in India GDP has risen due to several reasons and it has also given a major boost to the Indian economy. The Indian economy is the second fastest major growing economy in the whole world with the growing

Advanced workforce: Due to technological progress and the spread of educational institutions workers will increasingly become aware of their higher level needs; managers will have to evolve appropriate policies and techniques to motivate the knowledge of workers. Better educated and organized workforce will demand greater discretion and autonomy at the work place.

2. Technological Advancement: This will require retraining and mid-career training of both workers and managers. Rise of the international corporation is proving new challenges for personnel function.

3. Modernize Manpower Planning: In future, women and minority groups, SCs and STs would become an important source of man power in future on account of easy access to better educational and employment opportunities. Therefore manpower planning of every organization will have to take into consideration the potential availability of talent in these groups. Changing mix of the workforce will lead to new values in organizations. .

4. Increasing government role: In India, personnel management has become much legalized. In future, private organizations will have to co-ordinate their labour welfare programmes with those of the Government, private sector will be required increasingly to support government efforts for improving public health, education training and development and infrastructure.

Occupational health and safety: Due to legislative presence and trade union movement, personnel management will have to be more healthy and safety conscious in future Organizational development: in future, change will have to be initiated and managed to improve organizational effectiveness. Top management will become more actively involved in the development of human resources

6. New work ethic: greater forces will be on project and team forms of organization. As changing work ethic requires increasing emphasis on individual. Jobs will have to be redesigned to provide challenge.

7. Development planning: personnel management will be involved increasingly in organizational planning, structure, composition etc. Greater cost-consciousness and profit-orientations will be required on the part of the personnel department.

9. Quality appraisal and reward systems: organizations will be required to share gains of higher periodicity with workers more objective and result oriented systems of performance, appraisal and performance linked compensation will have to be developed..

10. Modern personnel policies: new and better polices will be required for the work force of the future. Traditional family management will give way to professional management with greater forces on human dignity.

Converting Human Capital into intellectual