EVOLUTION OF HRM

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EVOLUTION OF HRM
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HRM

• The history of HRM can be traced to
• England 
• .Employees(masons, carpenters, leather workers,
  and other craftspeople) organized themselves into
  guilds/association/unity.
• They used their unity to improve their working
  conditions.

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INDUSTRIAL REVOLUTION

• The field further developed with the arrival of in
  dustrial revolution
• in the latter part of the 18th century.
• The industrial revolution
• was characterized by- a new and complex industria
  l society.- The substitution of steam power
  and machinery foretime-consuming hand labor
• The significant change in the working conditions, 
  social patterns, and the division of labor
• A new kind of employee-a boss, who
  wasn't necessarily the owner, as had usually been
  the case in the past-became a power
• With these changes also came a widening gap
  between workers and owners

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SCIENTIFIC MANAGEMENT

• Scientific Management,
• Welfare work and Industrial Psychology
• In the 19thcentury,Scientific management ,
  welfare work and industrial psychology
  emerged concurrently and merged during the world
  wars.
• .1.ScientificManagement 
• dealt with inefficiencies in labor and management
  through work methods, time and motion study, and
  specialization
• The renowned father of scientific management was
• Fredric WTaylor

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ORIGIN OF HRM IN INDIA

• Itsoriginisdatedbackto1800B.C.,whenwageandincentiv
  eplanswereincluded.
• Theworldsfirstmanagementbook,titledArthasastawritt
  enbyKautilya,duringChaldeansin400B.C.,codifiedmany
  aspectsof humanresource practices in
  AncientIndia.

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1920S

• During 1920s jobs with the titles of labour
  manager or employment manager came in to begin in
  the engineering industry and other industry where
  there were large factories to handle absence,
  recruitment,dismassal and queries over bonuses
  and so on.

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1930s

• During 1930s with the economy beginning to pick
  up, big corporations in these newer sectors saw
  value in improving employee benefits as a way of
  recruiting, retaining and motivating employees.
• But older industries such as textiles, mining and
  ship building which were hit by the worldwide
  recessions did not adopt any new techniques
  because they do not have any difficulty in
  finding labour.

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EARLY PHASE

• HRM in India could be traced back to the period
  after 1920, when emphasis was on worker welfare
• In 1931, the royal commission on labour suggested
  the appointment of labour officer to protect
  workers interests.

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FIRST PHASE

• Immediately after independence the focus wason
  four reasons
• Maintain discipline
• Prevent their formation of and break-up the
  leadership of trade unionism.
• Handle recruitment and termination
• Keep some form of attendance and personnel
  records

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SECOND PHASE

• In1960s,Indianindustrializationgotafillipwiththeri
  seofthepublicsector.Hence3morefunctionswereaddedi.
  e.,LabourWelfare
• Participative Management
• Industrial Harmony
• In this period,the human relations movement of
  the west also had its impact on indian
  organizations.

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THIRD PHASE

• In1970,thepeoplemanagementfunctionwasneatlydivided
  intotwo
• Personnel officers.
• Establishment officers.

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FOURTH PHASE

• In 1976, birth of worker training institute and
  attitudinal development.

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FIFTH PHASE

• In 1985 Organization shifted towards making HR
  Department Seperatly.
• HRD and Personnel Function were clubbed together.

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SIXTH PHASE

• Early 1990s
• HRM was seen as strategy.
• Motivation and stress were considered to bring
  change in HRM.
• Focus on organization objectives.

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SEVENTH PHASE

• In the mid of 1990s, Sub Specalizations like.
• Industrial Relations
• Training Development
• Information System

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EIGHT PHASE

• In 1999
• HRM was not a selective management anymore It
  became the part of Corporate Strategy Formulation
  and Strategy
• Implementation team.