Debi S. SAINI
Human Resource management Area
Delhi College of Arts & Commerce
University of Delhi
This paper assesses the HRM developments in India, and asks what impact the changed HRM thinking will make on workplace pluralism in the country. It also reflects on why HRM in India is limited to human resource development (HRD). Mainly, the paper attempts to articulate the notion of HRM; distinguishes it from the traditional personnel management (TPM); examines certain recent global developments in HRM; identifies the impact of these developments on unions and countervailing power in general; analyses the growth of HRM – related thinking in India; and foresees the likely impact it will have on the Indian employee relations scenario in coming times. In this regard it discusses the attitude of the state towards HRD and pluralism in IR; restructuring the disputes settlement machinery; labour law reform; and attempts being made to promote labour flexibility.
It is argued that workers´ rights cannot be secured without the state´s collaboration in the exercise, because the state plays a crucial role at various stages of industrial dispute process-sing. Presently, the state has almost turned its face from what going on in labour – management relations, even as it has not affected reforms in labour law to facilitate globalization.
HRM development, workplace pluralism, globalization, India.