History to Hrm

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Evolution of HRM
• History
– MANAGEMENT – MAN MANAGEMENT

• Approaches • Difference in Personnel Management and HR

• EXAMPLES OF MANAGEMENT PRACTICES TROUGHTOUT HISTORY • Ancient • Medieval • Modern

History Of HRM
• Industrial Revolution
– Advantages and Disadvantages

• Trade Union Era – World War and Post World War • Social Responsibility – Paternalistic Approach

• Scientific Management
– F. W Taylor – Henry Fayol

History Of HRM
• Industrial Psychology – Human Factor – Human Relations, Hawthorne Experiments • Behavioral Sciences – Motivation – Satisfaction

• Modern Management – Management By Objectives – Organization Development

It all began with, role of personnel manager being: • Clerk – Managing Dues • Record Keeper – Managing Time Keeping • Channel of Communication between Employees + Management, Recruitment & Selection • Industrial Relations – Union • Labour Laws– Eg. Min. Wages, PF, ESIC Laws– • Welfare Officer – Recreation • Training & Development

Phases of Human Resource Management

AND TODAY
• • • • Organization Development Strategic Partner Human Capital Management It is a Profession

Rising Prominence of the Human Resource Management: • • • • • Emphasis on quality Impact of technology Liberalization of Indian economy Privatization of Indian economy Globalization

Rising Prominence of the Human Resource Management:
• • • • Changes in political philosophy Trade unionism Cutthroat competition International problems – Diversified workforce – Knowledge workers – Information Technology

Approaches towards Human Beings:
• Mechanical approach – commodity approach or factor of production concept – up to 1920. • Paternalistic Approach – from 1920 till great depressions – died during the Great Depressions of 1930s.

Approaches towards Human Beings:
• Social System or Humanistic Approach: 1930-40 Psychologists – Mayo, Mc 40 Gregor etc. Sociologists – Blake etc. • Human Resource Approach – 1940 onwards – (distinct needs, aspirations and personality) – MBO, two way communication, leadership, quality circles etc.

Evolution of HRM in India
1920s – 30s
Pragmatism of capitalists

1940s – 50s
Technical, legalistic

1970s – 80s
Professional, legalistic, impersonal

1990s
Philosophical

DIFFERENCE BETWEEN HRM/ HRD/ PRESONNEL
• LETS DISCUSS • HRM AND PERSONNEL MANAGEMENT ARE THE SAME

• Some experts assert that there is no difference between human resources and personnel management They state that management. the two terms can be used interchangeably, with no difference in meaning. In fact, the terms are often used interchangeably in help-wanted ads and job descriptions descriptions. • When looking for a job in personnel management or human resources, it is important to realize that many companies use the terms interchangeably If you are offered interchangeably. a job as a personnel manager, you may be required to perform the same duties as a human resource manager, and vice versa. In some companies, a distinction is made, but the difference is very subtle.

Personnel vs. Human Resource Management • Human • Personnel Resource Management Management • Personnel means • persons employed. PM is the management of people employed.

HRM is the management of employees’ skills, knowledge, abilities, talents, aptitudes, creative abilities etc.

• Employee is treated not • Employee is treated as only as economic man an economic man as his but also as social and services are exchanged psychological man. Thus for wage/salary the complete man is viewed. • Employees are used • Employees are used for the multiple mutual mostly for organizational benefit of the benefits. organization, employees and their family members. • Personnel function is • HRM is a strategic treated as only an management function. auxiliary.

• Employee is viewed as a • Employee is treated as commodity or tool or a resource. equipment, which can be purchased or used. • Employees are treated...
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