1. The Impact Of Demographic Profile On Strategic HRM Practices And Its Challenges Faced By HR Managers In IT Firm, India: An Empirical Study. By P. Saravanan – PhD Scholar Under Guidance: Dr. Vasumathi. A VIT Business School, Vellore. VIT University

2. INTRODUCTION Evolution of HR In India Factories Act in IndiaIndian Institute of Professional Management National institute of Labour Management Emergence of HRM Functions HR Acts as Business Enabler function Royal Commission Report Strategic and Business Driven HR

3. IT Industry in India GrowthGrowth FY 2014 - $ 118 Billlion achieved with 13 % growth. FY 2015- $ 130 Billion expected with 15 % growth. FY 2014 - $ 118 Billlion achieved with 13 % growth. FY 2015- $ 130 Billion expected with 15 % growth. ContributionContribution Domestic market grows up to 10 % 16,000 Firms operates with 6-8 % of new customer additions. Contributes to 10-12 % of GDP for the country Domestic market grows up to 10 % 16,000 Firms operates with 6-8 % of new customer additions. Contributes to 10-12 % of GDP for the country VerticalsVerticals Major Verticals -Manufacturing and Retail. -Cloud computing. -Health care and Telecom. -Banking and Financial service. Major Verticals -Manufacturing and Retail. -Cloud computing. -Health care and Telecom. -Banking and Financial service. IT Industry plays a significant role in driving India‘s growth and its economic development. Major Revenue in india comes from Tier- 1 Cities such as Mumbai, Bangalore, Hyderabad and Chennai

4. Problem Identification Conflict Management:- Creates negative impact on the company image (L. Choi Sang, 2013). Female employees are managing their conflicts through ignoring politely, avoiding the conflict when compared to male employees within the organization (G. Selma et.al., 2011). Employee Engagment: - Engaged workforce contributes to business results, generates revenue for the company and helps in gaining the competitive advantage (J.K. Harter et.al., 2002). Sucession Planning:- HR managers focus on bridging the gap between present and future requirements of the company through succession planning initiative organized by the company, which result in younger age group contributes to higher level of companies performance than the middle or older age group of respondent within the organization (M. Neetha, 2011). Performance Evaluation and compensation: - HR managers evaluates and appraises the performance of an employee through performance appraisal process, this process helps in identifying the key strength and weakness of an employee based on the past performance and overcome the future challenges faced by the organization which result in increase the efficacy of the individual, increase in pay and incentive based on the performance of an employee towards the work (P. Suresh and M. Abkar, 2013).

5. To identify the impact of demographic profile on strategic HRM practices and its challenges faced by HR managers in IT firm, India. To find the relationship between gender and their response to conflict management with supervisor at work. To find out the association between annual income and their response towards performance management followed by the company. To find the significant variance between age and their response towards the employee engagement, succession planning and appraisal process followed by the company. To find out the impact of demographic profile of the respondents towards compensation management that matches the skills and experience offered by the company. Research Objectives The Objectives of the study is

6. THEORETICAL MODEL ON MODERN HR FUNCTIONS

7. The current study is based on descriptive research method. The source of data collection – Primary data collected by distributing structured Questionnaire to the target respondents and secondary data will be collected through the Journals, Magazine and Hand book of IT Firm. The researcher used systematic sampling method for the study. Nearly 150 HR managers working in IT firm. Hence the researchers approached 75 respondents, whoever is willing to respond for the questionnaire which is considered as sample size for this study. Research Methodology

8. Data Analysis The researchers has done the validity test for the variables in the questionnaire to measure the Strategic HRM Practices and its challenges. The questions were used for the validity test such as response towards their Conflict management. Performance management. Employee engagement. Succession planning. Appraisal system. Compensation management. This study is purely empirical in nature, hence questionnaire is used as an instrument for data collection in the current study. The researchers has developed a well-structured questionnaire which consists of three parts. The first part deals with the demographic profile of the HR Managers, the second part focus on the questions related to the Strategic HRM practices and its issues the third part consists of challenges faced by HR Managers in IT Firms

9. Data Analysis Tools Statistical Tools Used

10. Based on the research and survey conducted from HR managers which is identified that the most of the male respondents were facing higher level of conflict with supervisor at work. This result aligns with findings of (Brusko, 2010), but contradicts with (Havenga & Visagie, 2011). There is a positive correlation between gender and the conflict management with supervisor at work. From the analysis it’s proved that there is a significant association between annual income and their response towards performance management followed by the company. This result aligns with findings of (Richardson and Thomas, 2010), but contradicts with (Zvavaher, 2014). From the analysis it’s proved that there is a significant variance between age and their response towards the appraisal system, succession planning and employee engagement. Respondents from 18-25 years were responded that more employee engagement initiatives were organized by the company and the succession planning programs organized by the company were more effective within the company. This result aligns with findings of (Syeda and Adida, 2014). From discriminant analysis the researchers found that there is a significant association between compensation that matches the skills and experience offered by the company with gender, age, annual income, educational qualification and years of experience. Out of many independent variable, education qualification acts as important independent variable with higher coefficient which predicts the compensation that matches the skills and experience offered by the company than the other independent variables. This result aligns with the findings of (Judith et.al., 2010, Eric et.al., 2007 and Cheri et.al., 2003). Findings and Conclusion

11. Implications of the study  HR Managers acts as a business enabler in terms of formulating the policies and its strategies related to Induction, recruitment and selection process, performance management, Learning and development opportunities and career development initiatives offered within the company.  The study identifies and promotes the employee engagement, succession planning initiative, performance management, compensation management, appraisal process, conflict management, direct and control the attrition levels through various retention policy and its strategies.  Reducing the conflict management for the workers through conducting open house sessions, engaging the employees through fun at workplace, counselling sessions, learning opportunities that helps in creating the conflict free culture and a healthy work space.  This research helps in identifying the impact of demographic profile on strategic HRM practices and its challenges faced by HR managers in IT firm. The study is limited to the IT firms in India, the study can be extended to other industries in India and abroad to get a fair understanding towards the impact of demographic profile on strategic HRM practices and its challenges faced by HR managers.

12. Thank You