Over the years we have worked with leading companies as well as growing and entrepreneurial companies in a variety of industries to provide world-class end to end People Solutions and Services. Our specialized industry focus allows us to understand the people issues and challenges within your space, and gives us the ability to meet your needs with solutions that will propel your organization to the next level.
The Indian automotive industry is likely to witness an increased demand for skilled labour in the coming years, as the economic environment improves and investments are made as part of the ‘Make in India’ initiative. With the advent of new generation technologies, the industry needs to quickly come together and create collaborative learning ecosystems and develop workforce re-training programs across organization levels to be future ready for the new job roles. In coming years, due to introduction of connected cars, big data, and cloud computing, new skill sets will be required in design, operation as well as other elements of the auto value chain. Some of the potential new job roles in the automotive sector will require sharpening of the behavioral skill, apart from technical skill of employees.
The auto components industry which is the back bone of auto industry supports them in producing quality parts. The rapid growth of this industry in last two decade has resulted in large number of people getting employed but at the same time has an issue of major skill gap whether it is technical or behavioural. The auto-components industry in India employed 1.5 million people directly and 1.5 million people which supports the huge auto industry spread across India as per the last report. With the industry now talking about electrical mobility, there is a sudden shift in the skill set requirement in some of the components segment. It would call for rapid skill development and training to keep pace with the time.
The retail industry in India is a mix and extends from mom and pop shops to well organized Multi National Companies with multi locational retain chains. It is therefore an unorganized sector which is manpower intensive and has unique requirements. The human resource considerations take on paramount importance for the sustainable growth of the sector. Some of the challenges faced by the industry are with respect to dealing with the short supply of qualified, future-ready talent, sustaining high performance and retaining key talent. The need of the day is developing a talent pool by providing developmental options and taking productivity improvement measures.
Logistics industry is a highly unorganized and the employee group is a mix of white and blue collared staff. The HR challenge emerges due to the operational spread without a structured presence at multiple locations/ regions. The HR has to develop strategies which accommodate employees spread across locations, ensure that their alignment to company vision and objectives, their own motivational levels and developmental prospects do not shrink or waver.
The highly dynamic knowledge industry requires that the HR processes be defined and put in place in tune with the growth and to strategize to compete with globalization. The challenge here is to be creative and innovative to manage the knowledge pool/talent which gives competitive advantage to the company and also to create a creative and innovative culture within the organization.
The industry has been one of the fastest growing industries. It has been and is continued to be seen as one of the employment generating industry. With the dynamic growth pattern and the ever changing service requirements of both the client segment and the employee segment, HR has to face challenges at multiple levels. The adaptation time available for HR here is very low and the response has to be very fast. Some of the main challenges for HR here are bridging the demand and supply gap, maintaining consistency in performance or service delivery of the employees, address monotony of the job, keeping the motivation levels high, controlling attrition and retaining employees.
With the increase in market size and number of services, the competition in the sector has also increased. There are a variety of services and products released in market for competitive advantage. This poses challenges like cost-efficiency, technological advancement, and credibility related issues. The task before the HR is to develop strategies that help companies in gaining competitive advantage and operational efficiencies.
With a wide range of clients spread across various spectrums, HR Collaborators takes pride in claiming that we are simply loved for what we do. If you too are looking for a team to fall in love with, contact us now!