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Human Resource Management Assignment - I
EVOLUTION OF HUMAN RESOURCE MANAGEMENT
Introduction to HRM :-
Human Resource Management is a Management Function that helps Managers to :-
# Recruit
# Select
# Train
# Develop members for Organization
In a nut shell Human Resource Management means HRM is primarily focused on people management in organization.
Definition of HRM :-
"It is a series of integrated decision that form employment relationship, their quality contributes to the ability of organizations and the employees to achieve their objectives"
EVOLOUTION OF HRM :-
• The term HRM emerged only in 1970’s.
• Many people still refer the term HRM by “Personnel Management” or “Personnel Administration”.
• Evolution of HRM states the concern for welfare of the workers in Management of Business Enterprises.
HRM Evolved Through Different Periods :-
HRM evolved through different periods i.e stages. Lets study all of them in brief.
1. Pre – Industrial Revolution :-
• The concept of HRM is based on history e.g. Chaldeans had sound incentive plans as early as 40BC.
• The relationship between employer and employee prior to industrial revolution were extremely low. It was characterized by “Slavery”, “Serfdom” and the “Guild System”.
• The beginning of the Management of Human Resource was marked when the slaves performed various tasks ranging from different manual tasks to different specializations. It was later replaced by Serfdom in Feudal System. The serfdom disappeared at the end of Middle Ages, which led to the development of Guild System.
2. Industrial Relations :-
• The industrial revolutions followed the Guild System with emergence of a New Energy Source and the Steam Engine.
• The new economic doctrine was advocated in form of laissez which meant that an individual should be permitted to make what he intended to and go where he desired.
• The industrial organization was initially characterized by “Cottage System”.
• Then the Factory System developed which resulted in economic freedom to the workers and enhance specialization.
3. Emergence Of Personnel Management :-
• Personnel Management originated in 1917, just after America participated in World War I.
• A group of experts formed a consulting company to conduct research in personnel problems of industry after the war.
• Modern administration was initiated in 1920. After initiating the relationship between the management and labor and the attempts were made to emphasis cooperation as a measure to increase production.
• It was favored by human relations movement as a consequences of “Hawthorne Studies”.
• Later after, World War II, the employers provided inducements to workers in addition to basic wages, through fringe benefits.
4. Personnel Department :-
• The advent of Trade Unions labor relations department was created to negotiate and administer collective bargaining of labor contracts.
• “Personnel” and “Labor relations” departments were combined and jointly designated as “Industrial Relations”.
• The department benefited the members in gaining experience, expertise in wage and salary administration, employee benefit schemes, training and development activities etc.
5. Personnel Management as a mature field :-
• There was a trend of bringing HOD in top management group for consultation in total management system during 1960 – 1979.
• Number of trends influenced personnel administration are Expanding role of government, Growing powers of Unions, Changing roles of management etc.
• Personnel Management accomplished maturity in 1960’s & 1970’s by being management of brainpower over muscle power and turning the average employee into educated professional.
6. Berridge classified evolution of HRM from 1980’s to 1990’s in two stages :-
• Human Resource Management Phase 1 (1980’s)
• Human Resource Management Phase 2 (1990’s)
7. Medieval and British Period :-
• The Indian trade and commerce revived during Mughal Rule.
• Artisans and Craftsmen lived on starvation due to extreme poor conditions.
• Low wages, climatic conditions, poor physique were major factor responsible.
• Certain conditions mentioned above prevailed till the enactment of factories act 1881.
• In 1890 1st labor organization was designated as Bombay Mills Hand Association .
• Similarly in 1905, the Printer Union at Calcutta & in 1907, Postal Union at Bombay was established.
• Madras Union was established in 1918.
In this way many more were established till 1947.
8. Post Independence Period :-
• Welfare officers were made responsible for handling disputes and adjudication pertaining to conditions of service including wages, leave retirement benefits and bonus under The Industrial Disputes Act 1947.
• Similarly, Employment Exchanges Act 1959 and Apprentices Act 1961 were passed to regulate recruitment & training of workers respectively.
9. Personnel Management During 1970’s :-
• The three major areas of professional discipline of Personnel Management were observer by Puneker. They are Labor Welfare, Industrial Relations and Personnel Administration.
10. Personnel Management During 1980’s :-
• 1980 HRM was regarded as specialized profession of medicine and law.
• In addition to industrial relations functions the personnel department was responsible for other varied functions such as employment, safety training, wage & salary administration and research & development.
• HRM had an impact on Globalization and Liberalization
HRM has evolved through these periods and has a great impact in today’s scenario.
Today HRM relates to Equal Rights Movement, Demography, Competition, Drawn to Brain, Globalization, Growth of Service Economy, Internationalization Strategic Alliance, Total Quality Management, Environment & Ethics, Better Job Security, Better Social Security etc.
EVOLUTION OF HUMAN RESOURCE MANAGEMENT
Introduction to HRM :-
Human Resource Management is a Management Function that helps Managers to :-
# Recruit
# Select
# Train
# Develop members for Organization
In a nut shell Human Resource Management means HRM is primarily focused on people management in organization.
Definition of HRM :-
"It is a series of integrated decision that form employment relationship, their quality contributes to the ability of organizations and the employees to achieve their objectives"
EVOLOUTION OF HRM :-
• The term HRM emerged only in 1970’s.
• Many people still refer the term HRM by “Personnel Management” or “Personnel Administration”.
• Evolution of HRM states the concern for welfare of the workers in Management of Business Enterprises.
HRM Evolved Through Different Periods :-
HRM evolved through different periods i.e stages. Lets study all of them in brief.
1. Pre – Industrial Revolution :-
• The concept of HRM is based on history e.g. Chaldeans had sound incentive plans as early as 40BC.
• The relationship between employer and employee prior to industrial revolution were extremely low. It was characterized by “Slavery”, “Serfdom” and the “Guild System”.
• The beginning of the Management of Human Resource was marked when the slaves performed various tasks ranging from different manual tasks to different specializations. It was later replaced by Serfdom in Feudal System. The serfdom disappeared at the end of Middle Ages, which led to the development of Guild System.
2. Industrial Relations :-
• The industrial revolutions followed the Guild System with emergence of a New Energy Source and the Steam Engine.
• The new economic doctrine was advocated in form of laissez which meant that an individual should be permitted to make what he intended to and go where he desired.
• The industrial organization was initially characterized by “Cottage System”.
• Then the Factory System developed which resulted in economic freedom to the workers and enhance specialization.
3. Emergence Of Personnel Management :-
• Personnel Management originated in 1917, just after America participated in World War I.
• A group of experts formed a consulting company to conduct research in personnel problems of industry after the war.
• Modern administration was initiated in 1920. After initiating the relationship between the management and labor and the attempts were made to emphasis cooperation as a measure to increase production.
• It was favored by human relations movement as a consequences of “Hawthorne Studies”.
• Later after, World War II, the employers provided inducements to workers in addition to basic wages, through fringe benefits.
4. Personnel Department :-
• The advent of Trade Unions labor relations department was created to negotiate and administer collective bargaining of labor contracts.
• “Personnel” and “Labor relations” departments were combined and jointly designated as “Industrial Relations”.
• The department benefited the members in gaining experience, expertise in wage and salary administration, employee benefit schemes, training and development activities etc.
5. Personnel Management as a mature field :-
• There was a trend of bringing HOD in top management group for consultation in total management system during 1960 – 1979.
• Number of trends influenced personnel administration are Expanding role of government, Growing powers of Unions, Changing roles of management etc.
• Personnel Management accomplished maturity in 1960’s & 1970’s by being management of brainpower over muscle power and turning the average employee into educated professional.
6. Berridge classified evolution of HRM from 1980’s to 1990’s in two stages :-
• Human Resource Management Phase 1 (1980’s)
• Human Resource Management Phase 2 (1990’s)
7. Medieval and British Period :-
• The Indian trade and commerce revived during Mughal Rule.
• Artisans and Craftsmen lived on starvation due to extreme poor conditions.
• Low wages, climatic conditions, poor physique were major factor responsible.
• Certain conditions mentioned above prevailed till the enactment of factories act 1881.
• In 1890 1st labor organization was designated as Bombay Mills Hand Association .
• Similarly in 1905, the Printer Union at Calcutta & in 1907, Postal Union at Bombay was established.
• Madras Union was established in 1918.
In this way many more were established till 1947.
8. Post Independence Period :-
• Welfare officers were made responsible for handling disputes and adjudication pertaining to conditions of service including wages, leave retirement benefits and bonus under The Industrial Disputes Act 1947.
• Similarly, Employment Exchanges Act 1959 and Apprentices Act 1961 were passed to regulate recruitment & training of workers respectively.
9. Personnel Management During 1970’s :-
• The three major areas of professional discipline of Personnel Management were observer by Puneker. They are Labor Welfare, Industrial Relations and Personnel Administration.
10. Personnel Management During 1980’s :-
• 1980 HRM was regarded as specialized profession of medicine and law.
• In addition to industrial relations functions the personnel department was responsible for other varied functions such as employment, safety training, wage & salary administration and research & development.
• HRM had an impact on Globalization and Liberalization
HRM has evolved through these periods and has a great impact in today’s scenario.
Today HRM relates to Equal Rights Movement, Demography, Competition, Drawn to Brain, Globalization, Growth of Service Economy, Internationalization Strategic Alliance, Total Quality Management, Environment & Ethics, Better Job Security, Better Social Security etc.
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