Line managers play an excellent barometer of people’s views and feelings. A good HR manager will always find ways and means to use these internal assets in the organization.
During the last decade, the Indian economy has been on a roll. We have been witness to major changes in the social, political and economic environment. Closer home, the HR professional is experiencing the pangs of change: outsourcing, downsizing, re-engineering, M&A, high attrition, changes in technology, to mention a few. These in turn challenge the traditional HR and people development practices which seemed established in the 1980’s. It is therefore imperative that we relook at our people strategies and processes in the context of the current realities. Do we see congruence or is there room for improvement? Are organizations adequately prepared to take on the challenge in the face of fierce competition and swings of the market? Businesses are indeed under real pressures of change and all the related functions too are re-looking at their delivery models and value-add in the organization. In the circumstances, the paradigm of people management has also to be seen in the changed context.
