Human Resource Management in Indian Microfinance Institutions

Human Resource Management in Indian Microfinance Institutions

Richa Das
DOI: 10.4018/978-1-6684-3873-2.ch008
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Abstract

Over the years, microfinance has assumed a great importance all over the world. The reason behind the increasing importance of microfinance in poverty alleviation is considered a prime objective in all developing and underdeveloped countries. Traditionally, MFIs did not have a defined HR policy or structure, since the size of the organization was always very small. The last few years have seen an upswing in the size of the organizations and also in the margins generated by MFIs. The purpose of this chapter is to analyze the human resource management issues and challenges faced in microfinance industry in India.
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A Brief Overview Of Microfinance

United Nations Millennium Goals state that by 2015 the number of people living in extreme poverty should be half of what it was in 2000 (World Bank, 2000). Over the time researchers have shown that those underprivileged are creditworthy (Ahmed et al., 2006; Coleman, 2006; Hiatt and Woodworth, 2006). Microfinance has established itself as an integral part of financial sector policies of emerging and developing countries in the past decade for underprivileged population. Microfinance spans a range of financial instruments including credit, savings, insurance, mortgages, and retirement plans, all of which are denominated in small amounts, making them accessible to individuals previously shut out from formal means of borrowing and saving. The majority of microfinance is aimed at the estimated 2.8 billion people who live on less than $2 a day in the developing world.

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