Company Name BY:RITIKA KUMARI

B. MANOGYNA DEEPTHI

VJIM

INTRODUCTIONINTRODUCTION

BRICs stands for Brazil, Russia, India and China.

The name BRICs was first used by Goldman Sachs.

The countries are seen as emblematic of what are sometimes called the “emergent” or challenger nations.

The challenge for HR operating globally is to understand varied markets for both products and people.

The CIPD has been involved to some extent in all of these emerging economies, giving advice to HR professionals who are seeking to find their way and

to ensure that the key people resource is harnessed.

BRAZILBRAZIL

Brazil is the manufacturing hub for the south, central and to some extent the north America.

In Brazil the key issues are managing talent through performance management, securing skilled and capable people and dealing with the deficiencies of the education system.

Higher education sector is not well developed, therefore problems of training and skills arise. This means employee often carry the burden of training and development.

PROBLEMS FACED BY HR IN BRAZILPROBLEMS FACED BY HR IN BRAZIL

Secondary education lags well behind western standards and deficiencies are widespread.

HR needs to understand and manage talent risks adequately.

Scarcity of job ready young people and skilled workers.

Poor schooling system Teacher truancy. Lack of good universities lead to poor

recruitment.

NEED TO QUICK FIX THE PROBLEMSNEED TO QUICK FIX THE PROBLEMS

Managing talent. Improving performance management and

rewards. Managing work-life balance. Becoming a learning organization. Transforming HR into a strategic partner. Improving leadership development Restructuring the organization. Developing in recruitment and staffing

RUSSIA

Russia is one of the biggest communist countrie

The organization need to protect the knowledge industries.

Equip the declining manufacturing sector with the required skills to improve the productivity.

Russia is seeking to use its considerable intellectual capital to develop knowledge-based industries.

PROBLEMS FACED BY HR PERSSONELS IN RUSSIA

♦ Russia is currently suffering from a severe economic decline.♦ Corporate social responsibility (CSR) is the biggest concern

for executives, apart from managing talent.♦ The Russian economy has generated only a fraction of the

jobs generated in other BRIC countries.♦ The nation also performs considerably below the average

OECD level of job creation.♦ Russia is belatedly concentrating on exploiting its people

resource, which, with relatively lower labour costs.♦ There is low focus on the issues of managing work–life

balance and enhancing employee commitment.♦ Less focus on “need to act” performance management.♦ Issues of flexibility.

NEED TO ACT ON THE AREAS:

• Managing talent• Managing corporate responsibility.• Improvement in recruitment and

staffing.• Managing change and cultural

transformation.

INDIA

It is the biggest democratic country in the world.HR activities are based on rapid recruitment.The key issue is to develop the skills that would in turn help

in expanding business.Nuclear energy plays a very important role in the

development of India. India has one of the most dynamic high growth economies. India is filled with high-tech graduates which accounts for a

quarter of employment in itself in service sector.More typical of India is agricultural employment, which

constitutes 60% of employment, while manufacturing accounts for less than 15% of the workforce.

HUMAN RESOURCES AND PROBLEMS IN IT

There are growing deficiencies in soft/employability skills.

Lack of technical skills in graduates. Brain drain.Cultural issues.The persistence of informal employment is also a

barrier to productivity and growth. The problem of India does not lie with the shortage

of labour but with the shortage required talent.Talent retention.Less focus on leadership development.Distraction from the organizational context.

ISSUES TO BE FOCUSED ON.

oManaging talent.o Improving leadership.oManaging work-life balance.o Transforming HR into a strategic partner.oDeveloping on recruitment and staffing.o Becoming a learning organization.o Enhancing employee commitment.o Improving performance management and

reward.oRestructuring HR processes.

CHINA

China is the prime exporter of many products which are cheaper compared to the same products available in the other countries.

. Skilled technicians, managers and salespeople account for 4% of the Chinese workforce, when the nation requires nearly a fifth to be equipped in these areas.

Graduates are oriented too much towards the technical side of the business .

Expenditure on education and human capital is phenomenal at the level of individuals but is fairly tawdry in government terms.

BARRIERS FACED BY HR IN CHINA.

China faces talent management problem from top to bottom.

Rural population needs to be re-skilled.Due to putting the labourers in primitive low

productive factories, the value and quality of Chinese manufacturing suffers.

Government’s power and influence, it is likely to put more pressure on employers to invest in and grow workplace skills, especially foreign-owned operations.

Whistle blowers are not encouraged.Many of the workers are not just unskilled but also

illiterate.

AREAS OF IMPROVEMENT.

Managing talent. Improving leadership development. Transforming HR into a strategic partner. Managing change and culture and transformation. Managing work life balance. Improving performance management and reward. Developing on recruiting and staffing. Measuring HR and employee performance. Mastering HR process.

CONCLUSION☼ HR managers of different countries have to cope up with the

rules and regulations of that country.☼ Mindset has to be changed- what was being practiced

earlier needs a 360 degree change.☼ Brazil and India being democratic countries, they follow

lenient approach towards dealing with the problems which has to be changed.

☼ On the other hand, China and Russia which are communist countries, need to treat the workers not like machines but like human beings.

☼ On a whole, these emerging countries, need to think on a broader spectrum and look for the solutions to the problems as early as possible. This will transform them into “developed countries” from “developing countries”.