Developing Human resources for the growth of Indian IT industry.

This essay was a IIM bangalore topic,I was asked to write an essay on this topic,I have researched on web and found some interesting facts.This was written by me  two years before, but I feel the need of it, is rising day by day

Purpose: To identify the challenges faced by Indian IT industry to develop Human Resources and propose a solution for it.

The Indian Information Technology industry is one industry which is by and large becoming the top contributor in the Indian economy. From its inception since 1991, it has grown by leaps and bounds.

The Indian IT Industry accounts for 5.9% of the country’s GDP.It provides employment to a significant number of workforce. Its one of the biggest job creators in India employing more than 2.3 million people in the sector directly or indirectly.

With the growing number of engineers day by day, there has been a gradual increase in diverting the engineers towards a software profession.

But is the industry heading towards a global future for India or unknowingly leading towards a dark future? These questions arise due to some inherent facts in a software industry.

The facts can be bulleted as

·    Voluntary attrition of software employees.

·    Lack of managerial skills

·    Difficulties with team work

·    Preferences to work

·    Maintaining work family balances.

Generally it is observed that after being employed in software a developer/tester becomes frustrated with the timelines, constant work pressure, and lack of appreciation in spite of performing well. Being a software professional myself I have seen many colleagues having a long term goal to go and settle in their hometown opting for some other professions.

The managers in software industry are old time developers/testers with six/seven years of experience. They do not possess any formal management degree, this costs their employers a lot. Such managers only focus on the short term goals.

    Here generally employees are seen to have a tendency of being in the same projects for years. This kills their innovative nature and they are feared to move to new domain.

Finally the most important factor for a software employee to be frustrated is the long working hours he is expected to work. Subsequently his family life gets affected. He has no time for his family which further adds to his misery.

 With such a grave scenario I see the Indian IT industry with only half hearted people who are there just for some financial considerations.

Every lock has a key to it in the same way this problem also has some solution.

The work hours can be cut down strictly to eight hours. If the work needs more attention sufficient number of workforce could be employed rather than pressurizing on some few resources on the pretext of cost cutting. The recession of 2009 saw Indian IT industry in its worst phase generating pink slips for almost one fourth of the organization’s workforce. Such incidents take the employee-employer relation to a very dangerous level where the employee has completely lost his trust towards the organization. The organization should devise effective strategies to prevent this.

A company should motivate its employee always to move a level up from technical to managerial domain which IT industry is always reluctant of.

Finally some effective measures to attract the workforce back

·    Create learning opportunities by creating policies where a software employee can pursue his higher studies along with work.

·    Provide conducive work environment. Regularly arranging some recreational picnics or parties.

·    Well planned leave policies so to ensure that an employee can interact with his family.

These are only some of the solutions. If the IT industry in India seriously recognizes the inherent problems and devise effectives strategies then the day is not far where Indian IT industry will be the global leader and guide Indian journey from being a developing country to a developed one.