Evolution of HRM By Prof Devpriya Dey Period

Evolution of HRM By Prof. Devpriya Dey

Period before Industrial Revolution • Primarily an agriculture economy • Limited production • Usually carried out within a village or community • Note: Industrial Revolution: The Industrial Revolution was the transition to new manufacturing processes in the period from about 1760 to sometime between 1820 and 1840.

Period of industrial revolution (1750 to 1850) • Economy from agriculture based to industry based • A department was set up to look into workers wages, welfare and other related issues. • This led to emergence of Personnel Management with the major task as – Worker’s wages and salaries – Worker’s record maintenance – Worker’s housing facilities and health care

Establishment of Labour Union (1790) • • long working hours very less wages growing unrest workers across the world started protest • Personnel Management department – Managing politics and diplomacy • Industrial relation department emerged.

Post Industrial revolution – After 1850 • Various studies were released - gave HRM altogether a new meaning. • Frederick W. Taylor- principles of scientific management (1857 to 1911) – Worker’s training – Maintaining wage uniformity – Focus on attaining better productivity. • Hawthorne studies, conducted by Elton Mayo & Fritz Roethlisberger (1927 to 1940) – Increasing worker’s productivity to increasing worker’s efficiency through greater work satisfaction.

Further Studies • Douglas Mc. Gregor Theory X and Theory Y (1960) and Abraham Maslow’s Hierarchy of needs ( 1954) Due to these studies • Transition from the administrative Personnel Management approach to a more dynamic Human Resource Management approach which considered workers as a valuable resource. • HRM became increasingly line management function • Linked to core business operations

Evolution of HRM

Roots of HRM – 250 AD • World’s first management book – ARTHASHASTRA covered 3 areas – Public Policy – Administration & Utilization of People – Taxation and Accounting

Core HR Functions • • • Recruitment and selection Induction Training and development Performance related salaries and appraisals. Employee Engagement and Motivation Compensation Human Resource Development Career Planning Employee Welfare Strategic Human Resource Management

Strategic Human Resource Management Approach • Aligning individual goals and objectives with corporate goals and objectives. • Focuses on actions that differentiate the organization from its competitors

Slide Title Product A • Feature 1 • Feature 2 • Feature 3 Product B • Feature 1 • Feature 2 • Feature 3