Ns-01 Unit-1
UNIT 3
Objectives
STRUCTURING HUMAN RESOURCE MANAGEMENT
Structuring Human Resource Managemnet
After going through this unit, you should be able to: l l l l
trace the evolution of Human Resource Management (HRM); discuss the scope and importance of HRM; describe different perspectives on HRM; and appreciate various components of HRM and their role.
Structure
3.1 Introduction 3.2 Evolution of HRM 3.3 Importance of HRM 3.4 Scope of HRM 3.5 Perspectives on HRM 3.6 Components of HRM 3.7 Summary 3.8 Self-Assessment Questions 3.9 Further Readings
3.1 INTRODUCTION
For any organisation to function effectively, it must have resources of men (Human Resource), money, materials and machiner. The resources by themselves cannot fulfill the objectives of an organisation, they need to be collected, co-ordinated and utilised through human resources. And, the effective management of human resources is also vital. Hence, Human Resource Management (HRM) has emerged as a major function in organisations. In this unit, we will be discussing about the structural aspect of HRM such as evolution, approaches, components and scope.
3.2 EVOLUTION OF HRM
HRM activities have probably been performed since ancient times. The pioneering work of Peter Drucker and Douglas McGregor in the 1950s laid its formal foundation. Modern concept of HRM has developed through the following stages (Gupta, 1997). a) The Commodity Concept: Before industrial revolution, the guild system was the beginning of personnel management. Guild was a closely knit group concerned with selecting, training, rewarding and maintaining workers. Labour began to be considered a commodity to be bought and sold. The Factor of Production Concept: Employees were considered a factor of production just like land, materials, machinery. Taylor’s scientific management stressed proper selection and training of employees so as to maximise productivity.
33
b)
Human Resource Management: Context, Concept and
Objectives
STRUCTURING HUMAN RESOURCE MANAGEMENT
Structuring Human Resource Managemnet
After going through this unit, you should be able to: l l l l
trace the evolution of Human Resource Management (HRM); discuss the scope and importance of HRM; describe different perspectives on HRM; and appreciate various components of HRM and their role.
Structure
3.1 Introduction 3.2 Evolution of HRM 3.3 Importance of HRM 3.4 Scope of HRM 3.5 Perspectives on HRM 3.6 Components of HRM 3.7 Summary 3.8 Self-Assessment Questions 3.9 Further Readings
3.1 INTRODUCTION
For any organisation to function effectively, it must have resources of men (Human Resource), money, materials and machiner. The resources by themselves cannot fulfill the objectives of an organisation, they need to be collected, co-ordinated and utilised through human resources. And, the effective management of human resources is also vital. Hence, Human Resource Management (HRM) has emerged as a major function in organisations. In this unit, we will be discussing about the structural aspect of HRM such as evolution, approaches, components and scope.
3.2 EVOLUTION OF HRM
HRM activities have probably been performed since ancient times. The pioneering work of Peter Drucker and Douglas McGregor in the 1950s laid its formal foundation. Modern concept of HRM has developed through the following stages (Gupta, 1997). a) The Commodity Concept: Before industrial revolution, the guild system was the beginning of personnel management. Guild was a closely knit group concerned with selecting, training, rewarding and maintaining workers. Labour began to be considered a commodity to be bought and sold. The Factor of Production Concept: Employees were considered a factor of production just like land, materials, machinery. Taylor’s scientific management stressed proper selection and training of employees so as to maximise productivity.
33
b)
Human Resource Management: Context, Concept and