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Role of HR to ‘Make in India’

Role of HR to ‘Make in India’

By Haresh Chaturvedi

Earlier, if anybody ever travelled abroad, he/she would always be flooded by requests by relatives and friends to bring back goodies from the respective country ­ each place its niche. ‘You’ll get nice quality for cheap’, they’d say.

This was mid ­nineties.

While today, India is making its dent across the globe with his fiercely progressive citizens conquering in practically every segment you pick, there is yet a little bit of rust back home. Recently, India’s Prime Minister, Shree Narendra Modi, announced the ambitious Make in India project, a project of making India a manufacturing leader by 2020, creating exports worth $990 billion and domestic jobs by 90 million.

Statistically, this means we are not expected to grow manufacturing by around 10% per annum as compared to only 3% in last 4 years. While it still looks like an achievable task, what is of more importance is the people behind making it successful ­ people like you and me, humans.

Updated technology, better processes and innovations are more or less enough to make catalyse manufacturing, but the ingredient to catalyse humans is a more important task on hands to deal with ­ Skills.

Considering the demographic dividend, it is apparent that India would be the only country that can cater to the requirement of efficient human force, provided they are properly skilled.

Bringing MNCs culture back home, a lot of organisations have already begun adapting role of HR as business partner, measuring HR’s contribution to business very minutely. Hence, there is no doubt about the contribution of HR professionals to Make in India initiative. Below are some major points that need to aced immediately.

1. It is anticipated that a lot of focus will be laid on social responsibility and that organisations shall be required to train and hire local workers in great numbers. Are we prepared to accommodate and utilise them?

2. Manufacturing, a labour intensive segment, shall require a dynamic and quick upgradation of skilled employees in terms of technology, something HR professionals should begin preparing their people for already.

3. A buyout culture and workplace engagement initiatives shall play a significant role in increasing employee efficiency by 10x. Remember, we are dealing with humans and not number of good produced and exported.

The above mentioned three areas will soon become a subject to introspect and align our actions with in near future.

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