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EVOLUTION

OF
HUMAN RESOURCE
MANAGEMENT

-By Esha.D.Agarwal
TYBBA-LLB(Hons)
Roll no-01
Meaning of Human Resource Management(HRM)
• Human resource management (HRM)
is the practice of recruiting, hiring,
deploying and managing an
organization's employees. A company
or organization's HR department is
usually responsible for creating,
putting into effect and overseeing
policies governing workers and the
relationship of the organization with
its employees.

• HRM is a process of making the


efficient and effective use of human
resources so that the set goals are
achieved.
Definition of HRM
Edwin Flippo defines- Human Resource Management as “planning,
organizing, directing, controlling of procurement, development,
compensation, integration , maintenance and separation of human
resources to the end that individual, organizational and social
objectives are achieved.”

The National Institute of Personal Management (NIPM) of


India has defined human resources – personal management as “that
part of management which is concerned with people at work and
with their relationship within an enterprise. Its aim is to bring
together and develop into an effective organization of the men and
women who make up enterprise and having regard for the well –
being of the individuals and of working groups, to enable them to
make their best contribution to its success”.
Evolution of Human Resource
Management

Labour Welfare Stage

Personnel
Management

Human Resource
Management
1. Labour Welfare Stage

• Workers had no say and rights.


Industrial • Workers were exploited.
Revolution • perceived human resources as machines
for obtaining increased productivity and
more profits at lower costs.

• Realisation of their rights to battle the


problem of exploitation.
Trade • Trade unions focused on protecting and
promoting workers’ interests but faced
Unionism resistance from the management of
businesses thus leading to industrial
disputes and conflicts.
2.Personnel Management
• When labour welfare issues were
provided legal assurances,
organizations began focusing on
behavior of employees at all levels at
an individual, group and overall
organizational basis.
• A “Personnel” was appointed to
manage the employee-employer
relationship by managing issues
related to human resource planning,
recruitment and selection, training
and development, performance and
potential appraisal, promotions,
transfers, quality of working life,
compensation, compliances to labour
laws and legislations.
Human Resource Management
• Human Resource Management or HRM is a mix
of labour welfare and personnel management.
HRM aims at maximizing employee performance
in accordance to the objectives set by an
organization.

• HRM is a result of increasing organisational size,


changing social and cultural norms, easy access
to information (via technology) and globalisation.
Accordingly, it attempts to build worker-
employees relationship more humanely through
motivation, training and development, retention,
worker protection, etc.

• Also, under HRM, HR managers need to obtain


and incorporate knowledge about possible
changes that may affect the overall organization.
HR managers thus attempt to execute relevant
strategies to ensure smooth transition of changes
without disturbing inter-relationships and
avoiding disputes/conflicts within an
organization.
Strategic HRM
• The workforce, considered as
“resources" now became “assets"
and a valuable source of
competitive advantage. The
thrust of human resource
management now lies in trying
to align individual goals and
objectives with corporate goals
and objectives, and rather than
enforce rules or dictate terms,
act as a facilitator and promotes
a participative approach.
• Motivation through enriching
the work experience.
• Performance and Talent
Management displacing
performance appraisals.
Strategic HRM

• Human capital management


• Human Resource Development
• Employee retention
• Strategic HRM focuses on
partnerships with internal and
external customers.
• Long term goals.
Genesis and Growth of HRM in INDIA
• 1920- Concern for welfare of Factory Workers
• 1931- Royal Commission came into existence & Appointment
of ‘Labor Officer’
• 1948- “Factory’s Act” came into existence & state that Factories
employing 500 or more workers have to appoint ‘Welfare
Officer’
• 1950- Two professional bodies were established-
 Indian institute of Personnel Management (NIPM),Kolkata
 National Institute of Labor Management (NILM), Mumbai
• 1960- Labor Welfare, Industrial Relation, HR administration
emerged as the complimentary parts of HRM.
• 1970- Welfare shifted to higher efficiency.
• 1980- IIPM & NILM become National Institute of Personnel
Management (NIPM),Kolkata
• 1990- HRM as a distinct and important part of any organization
Conclusion
• Gradually, there has been an mental revolution of the people.
• Managers now consider employees as an asset to the organisation .
• They are given good working conditions, fair salary and other
benefits.
• They are rewarded and appreciated for their work.
• Employees opinion are taken in to consideration.
• HR now focuses on strategic initiatives like mergers and
acquisitions, talent management, succession planning, industrial
and labor relations, ethical considerations, diversity and inclusion.
These, among other initiatives contribute to the understanding of
Human Resource Management as a contemporary issue owing to
their sustained evolutionary nature.
THANKYOU

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