Hrm Growth in India
HRM Evolution-India Indian experts account growth since 1920
This period related to post I-World War difficult conditions that called for State intervention & Trade Unions. The Royal Commission (1931)- recommended to appoint of Lab-Welfare-Officer for selection of workers & settling grievances
The Factories Act, 1948- compulsory Welfare officer (workers 500 & 500+) In course of time: Two Professional Bodies set up.
IIPM ( Kolkota ) & NILM (Mumbai), premier Traditional Industrial Centers.
Post II- World War & Indian independence- witnessed increased ‘Awareness & Expectations’ of workers
During 1960s Personnel Function began expanding beyond ‘ Labor welfare’ Labor welfare, IR& Per-Administration merged into emerging profession - Per. Management (PM) Shift in focus towards Professionalisation of MGT.-Massive thrust to heavy industry (II-Five Year Plan) & accelerated growth of public sector in Indian economy
1970s-Shift in Professional Values - Focus from welfare to focus on Efficiency 1980s-New Technologies, HRM challenges, HRD- Talk of Professionals
1980s-IIPM and NILM merged, birth of National Institute of Personnel Management (NIPM)1990- ASPM (USA) change to Society for Human Resource Management
1990s-Emphasis Shift to ‘ Human values & productivity through people’
Human resource management
Evolution of personnel management
Chronological Growth of Per. Management
(i) Era of Industrial Revolution
(ii) Era of Trade Unionism
(iii) Era of Social Responsibility Feeling
(iv) Scientific Management Era
(v) Industrial. Psychology Era (incl.Human Relations)
(vi) The Behavioral Era
(vii) Personnel Specialist Era
Contents
* Scientific Management Has: * Taylor’s Approach After 30 Years Popularity * Era is an Outgrowth of Human Relations Studies * Behavioral Sciences include * Three Popular Theories * The Present day Personnel management: Entrusted with 3-Chief Responsibilities * Conclusively * HRM
This period related to post I-World War difficult conditions that called for State intervention & Trade Unions. The Royal Commission (1931)- recommended to appoint of Lab-Welfare-Officer for selection of workers & settling grievances
The Factories Act, 1948- compulsory Welfare officer (workers 500 & 500+) In course of time: Two Professional Bodies set up.
IIPM ( Kolkota ) & NILM (Mumbai), premier Traditional Industrial Centers.
Post II- World War & Indian independence- witnessed increased ‘Awareness & Expectations’ of workers
During 1960s Personnel Function began expanding beyond ‘ Labor welfare’ Labor welfare, IR& Per-Administration merged into emerging profession - Per. Management (PM) Shift in focus towards Professionalisation of MGT.-Massive thrust to heavy industry (II-Five Year Plan) & accelerated growth of public sector in Indian economy
1970s-Shift in Professional Values - Focus from welfare to focus on Efficiency 1980s-New Technologies, HRM challenges, HRD- Talk of Professionals
1980s-IIPM and NILM merged, birth of National Institute of Personnel Management (NIPM)1990- ASPM (USA) change to Society for Human Resource Management
1990s-Emphasis Shift to ‘ Human values & productivity through people’
Human resource management
Evolution of personnel management
Chronological Growth of Per. Management
(i) Era of Industrial Revolution
(ii) Era of Trade Unionism
(iii) Era of Social Responsibility Feeling
(iv) Scientific Management Era
(v) Industrial. Psychology Era (incl.Human Relations)
(vi) The Behavioral Era
(vii) Personnel Specialist Era
Contents
* Scientific Management Has: * Taylor’s Approach After 30 Years Popularity * Era is an Outgrowth of Human Relations Studies * Behavioral Sciences include * Three Popular Theories * The Present day Personnel management: Entrusted with 3-Chief Responsibilities * Conclusively * HRM