Introduction
The article is related to certain human resource management policies and human resource challenges in HCL Technologies. The effects of one such human resource management policy is to divulge the results of the 360 degree ratings for every HCL staff to see and this created a debate especially as it showed the grades of managers as well as employees. The Indian CEO, Nayar strongly advocates this innovative policy and clearly mentioned that the feedback would not influence promotions or bonuses. Despite this, employees are scared. This is one main challenge of HCL Technologies. The second challenge was to tackle the attrition rate in HCL Technologies, especially in India.
The article highlights two main problems. One is due to a human resource management policy which maintains that the grades received through 360 degree ratings are made accessible to all employees. This creates a tension amongst managers who score lower grades. Also employees do not want to participate in this kind of rating wherein the outcomes are made public. The second problem is the high rate of attrition in HCL Technologies, India especially because this firm entered the software industry at a later stage.
Solution
The human resource team should engage in counselling both employees and supervisors and motivate them to participate in the innovative idea of 360 degree rating. In fact, they should strive to build a bias free atmosphere by stressing that the feedbacks should be taken in good faith and both employees and supervisors should work together to take the suggestion and improve on them.
The CEO of HCL Technologies, India, Vineet Nayar was constantly takes efforts to ensure that the attrition rate came down. This was quite a challenge as in India most engineers prefer to go ahead and join organizations which give a better pay. Software giants in India provide bowling alleys and multiplexes to woo employees and HCL needs to provide all such accompaniments other than a fat pay check to retain employees. Also the human resource team should hold certain team outings and team lunches to motivate and engage employees. Performance oriented incentive scheme which may include sponsoring foreign holidays for employees who have consistently performed well over a period of time can also help in building a competitive organizational culture and at the same time retaining employees.
Conclusion
The human resource has an important role to play in attracting, recruiting and retaining key employees. This is especially true in the Indian software market which has intense competition with respect to manpower. Hence, the human resource should take care of its internal employees and give them the best possible benefits so that they remain with the company.
References:
McGregor, J. (2007). The employee is always right. BusinessWeek. Retrieved November 23, 2012 from
