Title: Transforming HR in Higher Education: A Catalyst for Excellence by Dr Kiran Kakade

Source:- https://www.1training.org

Introduction:
The landscape of higher education in India is evolving rapidly, driven by the recommendations of the New Education Policy 2020 (NEP, 2020). To successfully adapt to these changes and compete on a global scale, universities need to address various challenges. Among these, the role of Human Resource Management (HRM) in Indian universities remains a topic of concern. In this blog, we will explore the current state of HRM in Indian universities, the need for transformation, and the potential benefits of aligning HRM with strategic goals.

Current HRM Landscape:
Indian higher education institutions (HEIs) are facing several challenges, including falling standards, inadequate resources, and the inability to compete internationally. One crucial aspect that often gets overlooked is HRM. In many Indian universities, HRM is fragmented and lacks a strategic focus. Key HRM instruments like recruitment, training, performance management, and talent retention are not given the priority they deserve. This disjointed approach hampers the universities’ ability to cope with domestic and international challenges.

Contrastingly, universities in the West have embraced cutting-edge HRM systems that align with their organizational strategies. Strategic HRM integrates HR strategies with overall institutional goals, leading to improved efficiency and productivity among staff, both teaching and non-teaching.

The Need for Transformation:
In light of the rapid changes in the education sector, especially post-COVID-19, Indian universities must upgrade their organizational structures. The traditional Establishment Department’s limited role in HRM should be replaced with a professional and empowered HRM unit. Such a unit would prioritize the development of employees, including academics and support staff, and the enhancement of students’ experiences.

The Responsibilities of Strategic HRM:

A strategic HRM division should focus on various aspects, including:

1. Recruitment and Selection: Ensuring the hiring of suitable candidates to fulfill the university’s mission.
2. Talent Retention: Implementing policies to retain faculty and staff.
3. Performance Management: Establishing systems to evaluate and improve employee performance.
4. Training and Development: Offering targeted training programs to enhance skills.
5. Flexible Employment: Managing employment arrangements to meet changing needs.
6. Institutional Rules and Regulations: Ensuring adherence to guidelines and regulations.
7. Employee Development Planning: Charting a path for employees’ career growth.

Digitalizing HRM systems can significantly enhance efficiency and streamline university operations, making it easier to adapt to evolving demands.

The Path Forward:

In conclusion, Indian universities must prioritize the development of a proactive, professional HRM team to thrive in the changing educational landscape. By transforming HRM from a transactional to a strategic and transformational function, universities can effectively implement the recommendations of the NEP 2020.

A strong and connected HR function can give higher education institutions an edge in the race for talent, supporting faculty and staff while helping universities achieve their strategic objectives. As the education sector continues to evolve, universities that invest in HRM transformation are more likely to excel and make a lasting impact on the students and communities they serve.