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Managers Pull By New Big Entrants In Indian Automobile Industry: New HR Game

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Today the world global economy is rising with the birth of new rivalries, We have been seeing the boom in an automobile since "Hindustan” and “Padmini", But through them, new eras consisting of cyclic phases have marked constant changeovers in the automobile market. The new venture, the then "Maruti Udyog Limited" marks the entry of small cars.
The Seek to surviving in the industry made the qualifiers to jump into the new pool of new entrants a new rivalry. Connecting the old loyal school profiles to the new game-changing companies has been the current question mark for the HRs. These loyalties are far seen broken with the entry of Korean and Japanese carmakers, because of which constant switchover of the executives went down for 35 long years.

Today marking the beginning of a new era the industry is being taken into a new competitive analysis with the entry of Chinese automakers like - "the great Wall motors". the pool has become bigger. Acting as the saviour the entrants have changed the profile of the candidatures. The applicants can now see themselves with variant profiles openings. The profiles have been exposed to any qualifiers. This has been lead HR managers to analyze cross level cross-functional profile for the new rivalries, thus revolutionizing the threat of hiring ground. Earlier HR system was more of operational driven due to less changeover and makeover in the industry but now the industry has lead HR to be more of recruitment driven while analyzing the frequent change in many aspects like - candidate profile, company expectation & market conditions.

Providing the best and effective solution to the existing companies and new rivalries in the shortest span is now the biggest game-changing the attitude in the HR industry. Watching the growth of the automobile industry while recruiting cross profile and cross-functional candidate has question HR to analyze deeply in talent acquisition. Now the questioning parameters have increased thus lowering down the revolution span of time.

Another example, Kia Motors, the acquisition of talents has given a new thinking towards the profiling of candidates.

The candidates find not only the survival factor but also the chance to blend his career with a higher note. But would this question other rivalries in the subsequent future acquisition for the same talents? Probably won't, Rather it may question in the reformation of talent acquisition or it's re-evaluation. While the present scenario is absorbing the cross-functional talents and blending them as per their needs, the HR needs to be mentalist and which they are now.

The constant change and the various asking parameters in the current scenario with the introduction of varied technologies would recreate the HR system in an analyst way. Though we can say that Rising opportunities for the candidates are deepening the analytics in HR system which is a great sign towards the up gradation in talent acquisition in the highly competitive market in India.

Pooja Harar,
Practice Lead, Auto Sales

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