HR plays vital role in strategic business planning: experts

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Chennai: and 60% in the US, China and Russia respectively. Surprisingly, state subsidy of the US in Tier II and Tier II (community colleges) is at 40% and 66% respectively showcasing the US strong commitment in supporting higher education for a robust talent pool.

On the quality front among China, India and the US, Asian countries shared a dismal 1% on the contrary of the US at 15% in the quality appraisal of Tier-I universities in those countries, he said. China and India scored 5% and 15% in Tier II universities assessment against the US impressive 70%, he added. Not surprisingly, in Tier-III category China and India are at 94% and 84% well high above the 15% of the US showing the non-participation of state especially India in the realm of higher education in that category, he pointed out.

Commending China and the US for support and emphasis on research and PhD studies with a futuristic focus, Dossani said current Indian IIT model would envisage a ‘UG factory model’ churning out large number of technical graduates with low accent on research competency. He called upon India to adopt Chinese and American model to nurture research initiatives in the state funded IITs to generate R & D suiting both public good and corporate objective.

Sudhakar Rao, director, Stretegy, SAP India in his address said top performing organisations recruit talent 3 times faster than average performers. Return on investment (ROI) parameter should be a non-critical factor in the deployment of technology in HR for longer returns, he said.

The upcoming HR professionals should divest record management and time office management types of monolithic functions to shift to a strategic partnership with management in assuming greater value-added roles in the industry, said Ranjith Ramachandran, head HR-Network Management.

Speaking about HR in public sector, T Sudhakar Rao, executive director (HR), HAL, said ushering in of corporate MNCs is creating a talent scenario with exodus of readily available talent migrating from public sectors to private sectors. Countering this scenario, PSUs are rolling out employee retention strategies like pension schemes and nomination to higher studies. Notwithstanding lucrative money factor, people remain with PSUs for higher job satisfaction, he noted.