Analysis of HR Practices in the IT Sector (With Special Reference to Bangalore City)


  • BMS College of Engineering, Bangalore, India
  • CMR Institute of Technology, Bangalore, India


The world of Human Resources is changing quickly. Human Resource Development is increasingly driven by customer demands, technology, intense competition and employees needs. This means that organizations which fail to measure effectively the qualitative areas of their business and human resources will lose a competitive edge. HR today is a key contributor towards solving organizational issues and achieving relevant business outcomes. The market scenario after the recession has lead to radical changes in the IT industry. From time to time there is a need for the researchers to pause and reflect on the status of the HR practices. Best HR practices will help the organization in bringing about radical improvement rather than incremental ones. The current study is an attempt to study and analyse the HR practices in the IT sector. The study identified two sets of main variables, the traditional HR practices and the modern HR practices. Further each main variable had sub variables under them which were used for analysing the HR practices. A focused study was conducted to identify the best HR practices prevailing in the IT sector. Hence this paper has made an attempt to highlight the areas of HRM which need to be focused for a better organizational climate.


HR Practices, IT Organizations.

Full Text:


Anuradha Verma, Meenakshi Malhotra and Monica Bedi. Exploring the Relationship between HR Practices and Job Satisfaction across selected IT Companies, The IUP Journal of Organizational Behavior, Vol. XI, No. 1, 2012.

B. Janakiram, R. K. Gopal. Total Quality Management: Text and cases, PHI, 2006.

Blackburn, R. and Rosen, B. 1993. Total quality and human resource management: Lessons learned from Baldrige Award-winning companies. Academy of Management Executive, 7(3): 49-66.

Crosby, B. P. (1979). Quality is free: The art of making quality certain. New York.

Dale, B. G. (1999). TQM: An overview. In B. G. Dale (Eds.), Managing quality (3rd edition pp. 3-33). Oxford, UK: Blackwell-Business.

Ferratt W. T., Agarwal R., Brown V. C. and Moore E. J. (2005). ‘IT Human Resources Management Configurations and IT turnover : Theoretical synthesis and empirical analysis’, Information Systems Studies, vol. 16, No. 3, 237-255.

George, D., and Mallery, P. (2003). SPSS for Windows step by step: A simple guide and reference. 11.0 update (4th ed.). Boston: Allyn and Bacon).

Holt B. (1994). “Benchmarking comes to HR”, Personnel management, Issue 6.

Hubert K. Rampersad, (2005). Managing total quality, Tata McGraw Hill Publishing Company Limited.

Juran and Frank, (1998). Quality planning and analysis, Tata McGraw-Hill Publications. Juran, Joseph M “Human resources and Quality” Excerpted from: Juran’s Quality handbook, 5e, McGraw Hill, 1999.

Karnik. K. Nasscom. HR Challenges in the IT industry, Newsline, Issue. 41, April 2005.

Lester, S. W., Turney, W. H., Bloodgood, J. M. and Bolino, M. C (2002). ‘Not seeing eye to eye: Differences in supervisor and subordinate perceptions of and attributes for Psychological Contract breach’, Journal of Organisational Behaviour, Vol. 23, 39-56.

Paulo Amaral, Rui Sousa (2009). Barriers to Internal benchmarking initiatives : An empirical investigation , Benchmarking : An International Journal, vol. 16, issue 4, 532-542.

R. Dattakumar, R. Jagadeesh (2003). A review of literature of Benchmarking, Benchmarking: An International Journal Vol. 10, issue 3, 176-209.

Rajendra Nargundkar. Marketing research Text and cases, 2nd Edition, Tata McGraw Hill, Webliography


  • There are currently no refbacks.