What is the status of HRM in India?

Human Resource Management, or HRM, in India is much the same as in other countries: taking care of management and employee issues, dealing with talent development, managing benefits, and providing discipline. However, when dealing with the largest working population in the world, India has a difficult and unique challenge, which has led to some more creative solutions.
For one, India has developed an entire ministry in its government devoted to regulating Human Resources and encouraging education to ensure that there is sufficient talent in addition to the sheer volume of employees. It also has to deal with the youth of its organizations and use technology effectively to cope with the volume of employees it has. For this reason, HR in India uses social media frequently, such as LinkedIn and other resources.

Human Resource Management in India is very similar to HRM in other countries. It manages the functions of Human Resources—from hiring to benefits to development and punishment. Human Resources takes care of these issues in every business and nation.
HRM in India uses social media heavily for promotion and connection with employees, more so than other countries. There is frequent interaction between employees and the HRM group through LinkedIn. Additionally, HRM in India invests heavily in employee development, trying to create very engaged and effective employees.
This is all in addition to traditional functions for Human Resource Management. This group also takes care of hiring and benefits, like in other countries, and they deal with the punishment of employees as well. They do take a more rehabilitation-focused approach to discipline than HR in other countries, often attempting multiple times to correct behavior, to ensure they have effective and engaged employees.

HRM in India is characterized by the use of social media by both employers and potential candidates. For instance, LinkedIn is widely used as a recruitment tool. Furthermore, job seekers are increasingly conscious of their web presence and how it can make them visible to potential employers.
In addition, leadership development has become a human resource management trend in India. In the past ten years, organizations have significantly grown because of globalization and digital trends. These businesses have many entry-level employees leading to a high demand for internal leaders.
Many organizations prefer to develop unique brands to attract job candidates. Many job applicants in India like being associated with recognized brands. For this reason, companies invest in having persuasive employee value propositions.

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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