Professional Documents
Culture Documents
HISTORY OF HRM
(Stages to Modern HRM)
The Industrial Revolution
Trade Unionism
Scientific Management
“F.W.Taylor developed 4 principles of scientific management
-Development of true sciences
-scientific selection and training of workers
-friendly cooperation b/w management & workers
-development of every worker to his fullest potential
Industrial Psychology
Acc. to “Hugo Munster berg” theory ‘matching the worker’s skills with job.
Human Relations Movement
‘Hawthorn Experiment’ came in to existence.
Behavioral Sciences
‘Frederick Hertzberg’, ‘Maslow’,’likert’ and other theories related with
Motivation and Leadership came into existence.
Human Resource Specialist & Employee Welfare
Evolution of the Concept of HRM
Philosophy Employees are made for Rules and regulations are meant
rules and regulations for employees.
Nature Confined to procurement Also integrated with corporate
and training of personnel management.
Slow and downward Fast and both upward and
Communication
downward.
Slow Fast
Decisionmaking
Approach
Work People + work oriented
oriented
Job design
Division of labor Team work
Management’s role
Transactional Transformational
Level of trust
low High
Features of HRM
Comprehensive Function
Continuous Function
Pervasive Function
Challenging Function
Staff Function
People Oriented
Action Oriented
Individual Oriented
Development Oriented
Future Oriented
Science as well as Art
Interdisciplinary
Nervous System
FUNCTIONS OF HRM
Planning Procurement
Organizing Development
Staffing
Compensation
Directing
Integration
Controlling
Maintenance
Scope of HRM
Nature of HRM
Employee Hiring
Prospects
of HRM
Employee Employee
Maintenance Motivation
Objectives of HRM
Personnel
Objective
Functional Objective
Organizational Objective
Social Objective
IMPORTANCE OF HRM
WALFARE FIREFIGHTING
ROLE ROLE
HRM Model
Nature of HRM
HR Planning
Job analysis
Recruitment & selection
Placement
T&D
Remuneration
Motivation
Competent & Willing Organizational
Participative Management workforce Goals
Communication
Safety & Health
Welfare
Promotions
Industrial Relations
Trade Unionism
Dispute & their Settlement
Future of HRM
Comparison b/w HRM & HRD
Dimensions HRM HRD
Status An independent function with An integrated system consisting
independent sub-function of interdependent sub-system
A service & reactive Function A proactive function
Orientation
Morale
Improved satisfaction & Morale Improved performance as the
Productivity
Relationship as the cause of improved cause of improved satisfaction
performance
HRM in Organizational Structure
Organizational Structure
H R Manager
Employment Officer Training Officer Wage & Salary Officer Welfare Officer
H R Manager
Employment Officer Training Officer Wage & Salary Officer Welfare Officer
H R Manager
Employment Officer Training Officer Wage & Salary Officer Welfare Officer
Line Function
Staff Function
H R Department in Divisionalised
Organizational Structure
C.E.O.
H R Manager
Employment Officer Training Officer Wage & Salary Officer Welfare Officer
G.M.
Project A
Project B
Project C
H R Policies
A policy is a predetermined course of action
established to guide the performance of work
towards the expected objective.
Gathering Information
Getting Approval
Implementation
Specific Policy
Imposed Policy
Originated Policy
Appealed Policy
Importance of H R Policy
Clear thinking
Uniformity and consistency of administration
Sense of security
Delegation of authority
More control
Improve confidence
Eliminates biasness
Limitations of H R policy
Less flexibility
High cost for formulation