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History of HRM Meaning of HRM Functions Significance Challenges of HRM Components of HR HRD Objectives HRD HRD Vs HRM

HISTORY OF HRM
The development and growth of HRM is very slow in the initial stages but later it has made a steady progress throughout the world. The development of HR is owed basically to the development of various disciplines and to the changes in the industrial sector

ORGANIZATION OF HR DEPARTMENT
The internal structure of a HR/personal department depends on various factors such as nature and size of the organization, managerial preference to structure operations clearly, external forces etc. Small firms have only a single section, headed by a personnel officer taking care of everything. Medium sized firms may create a separate personnel/HR department having experts in the personnel field supported by administrative staff. In large firms the structure of a personnel/HR department may take various shapes, depending on organizational resources, competitive pressures and total employee strength.

EARLY CAUSES OF GROWTH OF HRM IN THE WEST


Advent of Scientific Management by F.W.Taylor who introduced Scientific Management, time study, and motion study concepts in 19th century Human relations movement undertaken by humanitarians like Elton Mayo and others Establishment of ILO in 1919 Impact I&II world wars Great Industrial Revolution Development social sciences Increasing role of Governments Development of Trade Unions/Labour movement Development and growth of the organizations

EARLY HRM IN INDIA


Before Independence: Setting up of Royal Commission of Labour by British India in 1929 Establishment of ILO in 1919 After Independence Adoption of the concept of Welfare State in the Constitution of India Passing and enforcing various labour laws to ameliorate the working conditions of labour Adoption of five year plans

Meaning & Definition of HRM

HRM in its simplest means acquisition, allocation, maintenance and motivation of Human Resources.

SIGNIFICANCE OF HRM

With good HR policies and practices an organization can hire, develop and utilize Attract and retain talent best brains in the marketplace, realize its professed goals and deliver results better than others Attract and retain talent
Good HR Practices help Promote team spirit Increase Productivity Improve job satisfaction Train people for challenging roles Develop skills and competencies Promote team spirit Develop loyalty and commitment

CHALLENGES OF HRM

Vision penetration Internal environment Change in industrial relations Building organizational capabilities Job design and organizational structure Increasing size of workforce Changing psycho-social system Satisfaction of higher level needs Equalitarian social system Technological advances Computerized information system Changes in legal environment Management of human relations

COMPONENTS OF HRM
ACQUISITION HR Planning Recruiting Employee socialization MAINTENANCE Safety &Health Employee Relations
DEVELOPMENT

External Influences
MOTIVATION Job Design Performance Evaluation Rewards Discipline

Employee Training
Management Development Career Development

Human Resource Development

HRD is a positive concept in HRM. It aims at the overall development of human resources in order to contribute to the well being of the employees, organization and the society at large.

Features of HRD
HRD is a system HRD is a planned process

HRD involves development of competencies


HRD is an inter-disciplinary concept HRD improves quality of life

Benefits of HRD
It improves the capabilities of people Improves team work

It leads to greater organizational effectiveness


Performance related rewards help employee realise the

importance of utilizing the skills in meeting the organizational goals

HRD Vs Personnel Function


Orientation Orientation Structure HRM Maintenance Independent HRD Development Inter-dependent

Philosophy
Responsibility

Reactive
HR dept. exclusively responsible

Proactive
All managers are responsible

Motivators
Outcomes

Emphasis on monetary rewards


Improve performance

Emphasis on higherorder needs


Better usage of HR

AIMS

Improvement of efficiency

It tries to develop the organization as a whole

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