EVOLUTION OF HRM

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EVOLUTION OF HRM

• DR. RAJNI SINGH

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Evolution of HRM

• Evolution of HRM of HRM is divided into 3 phases-
• 1. Period before industrial revolution
• 2. Period of industrial revolution (1750 to 1850)
  
• 3. Post  Industrial revolution ( after 1850-1947)
• 4. Post independence period after 1948..1990s)

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Period before industrial revolution

• Agrarian economy- agriculture was the main source
  of income
• Handicrafts started- pottery making, jewellery
  designing, weaving etc..
• Cottage industries were set up in homes.
• Factory system/ capitalism came giving rise to 2
  classes mgmt and workers.
• Exploitation of workers increased because
  employers wanted to achieve profit maximization.

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Period of industrial revolution

• Industrial revolution marked the conversion of
  economy from agriculture based to industry based.
• The workers working in the industries or
  factories were subjected to long working hours
  and very less wages. With growing unrest ,
  workers across  the world started protest and
  this led to the establishment of Labour unions.

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Post  Industrial revolution

• The term Human resource Management saw a major
  evolution after 1850. Various studies were
  released and many experiments were conducted
  during this period which gave HRM altogether a
  new meaning and importance.

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Post  Industrial revolution

• Frederick W. Taylor gave principles of scientific
  management (1857 o 1911) led to the evolution of
  scientific human resource management .
• Development of industrial psychology-it asked for
  fulfilling social and psychological needs of
  workers.
• Organizational behaviour developed as a diff.
  field of study- giving knowledge about how to
  deal with individuals and groups.

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Post  Industrial revolution

• Human relation movement started- Hawthorne
  studies by Elton Mayo suggested that for
  increasing the productivity of workers good
  relations are required.

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Post  Industrial revolution

• Industrial relations started becoming better
  after first world war (1914-1918).
• International labour org. ILO (1919)
• Royal commission on labour (1931) recommended
  labour officers in order to protect conditions
  of workers.

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Post independence

• Post independence Factories act 1948, there must
  be welfare officers inside factories having 500
  or more workers.
• Post independence 3 imp. Acts- factories act,
  min. wages act and ESI act supported the welfare
  of working community.
• Later on dev. of 5 year plans also supported
  growth of human relations

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Post independence

• In 1970s to 1980s there was dev. Of personnel
  management.
• During late 1980s or early 1990s HRM developed as
  a separate field.
• After globalization (1991), need for HRM and
  strategic HRM was realized.
• Thus, human resource func. In India has grown
  through several stages- LABOUR WELFARE,
  INDUSTRIAL RELATIONS, LABOUR ADM., PERSONNEL
  MGMT, HRM AND FINALLY TO HRD.