Human Resource Branding- its Analytical Study on the Indian Organizations

Human Resource is increasingly receiving attention as critical strategic partner, assuming stunningly different, far reaching transformational roles and responsibilities. Human asset is having most important priority in the organization and it integrates all human resource policies and programmes the frame – work of the company strategy. Human resources help in transforming the lifeless factors of production into useful products. It is endowing products and services with the power of the brand. Branding involves creating mental structure and helping consumer organize their knowledge about product and services in a way that clarifies their decision making and in the process provides value to the firm. HUMAN RESOURCE BRANDING Today, HR branding is essential for competitive advantage. Increasingly, Indian corporations are becoming intentionally strategic to utilize the HR brand to attract and retain, and ultimately , to expand and grow. This is a market oriented era. If the company has a good brand value in market, it will get good response if not; it’s very difficult to convince people. The Human Resource Branding has become a concept of great interest. The importance of mastering the concepts and skills behind branding has a greater implication for Human professionals. Now a days more and more eyes are looking towards Human resource as the call for need. ORIGIN OF HUMAN RESOURCE IN INDIA A brief historical snapshot provides background about the increasing role of Human Resource management in India and the HR brand as a strategic HR tool. The HR profession in India began in the 1920s with concern for labour welfare in factories. After India’s independence from Great Britain in 1947, the HR profession evolved, expanding in the 1960s into three areas – labour welfare, industrial relations and personnel administration. The profession further matured in the 1980’s and was commonly known as Human Resource Development. With the liberalization of the Indian economy in 1991 and subsequent economic reforms, the importance of Human Resource function dramatically increased. In the 1990s, the focus was on HRD as a key tool for business survival, and the HRD scorecard became a method to measure effective people development activities. With the arrival of many Multinational Corporations (MNCs) in India, there has been an increase in progressive HR practices as well as an expansion of different types of Hr terminology, such as human resource development (HRD) . In the