PROJECT REPORT ON EVOLUTION OF HUMAN RESOURCE

MANAGEMENT IN INDIA-

SUBMITTED BY
PARUL AGARWAL
B.COM [H]
ENROLLMENT NO-A7004613016
Under guidance of:
Faculty Guide
Mrs. Sabeeha Fatima
Lecturer,Amity Business School
ABS, Lucknow
(DISSERTATION REPORT IN PARTIAL FULFILMENT OF THE AWARD
OF FULL TIME B.COM [H] (2012-14)

AMITY BUSINESS SCHOOL

AMITY UNIVERSITY UTTAR PRADESH LUCKNOW

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STUDENT CERTIFICATE
Certificate that report is prepared on the term paper
project undertaken by me in evolution of human
resource management in India under the able
guidance of[DR/MR/MS] Sabeeha Fatima in partial
fullfillmant of the requirement for award of degree of
B.com[H] from Amity University, Uttar Pradesh
Date:31-10-2014

Parul Agarwal
[student name]

MS Sabeeha Fatima
[faculty guide]

Prof.VP Sahi
[director ABS]

FACULTY CERTIFICATE
Forwarded here with a term paper report on evolution of
HRM in India submitted by Parul Agarwal, enrollment
no:A7004613016,student of B.com[H].
III semester [2013-2016]
This project work is partial fulfilment of the requirement
for the degree of B.com [H] from Amity University
Lucknow campus, Uttar Pradesh.

MS Sabeeha Fatima
Amity University
ABS
Lucknow Campus

ACKNOWLEDGEMENT
It is not possible to prepare a project report without the assistance
&encouragement of other people. This one is certainly no exception.
On the very outset of this report, I would like to extend my sincere &
heartfelt obligation towards all the personages who have helped me in
this endeavour. Without their active guidance, help, cooperation &
encouragement, I would not have made headway in the project. I am
ineffably indebted to Mrs Sabeeha Fatima for conscientious guidance
and encouragement to accomplish this assignment. I am extremely
thankful and pay my gratitude to my faculty Mr. Nitin Shankar for his
valuable guidance and support on completion of this project in
its presently. I extend my gratitude to Amity University for giving me this
opportunity. I also acknowledge with a deep sense of reverence, my
gratitude towards my parents and member of my family, who has always
supported me morally as well as economically. At last but not least
gratitude goes to all of my friends who directly or indirectly helped me to
complete this project report.
Thanking You
Parul Agarwal

ABSTRACT
This paper addresses gaps in research related to study and
understanding of Human Resource Management in the context of its
evolution. The review is based on the available and published
literature in peer reviewed journals of reputation and academic
standing. A total of 138 papers were reviewed related to the general
context of Human Resource Management practices. Of these, about
65 papers were found relevant and relating to understanding of HRM
practices in India specifically in the context of the industrial sector.
The timeline for literature review has been taken from 1970 2010,
as it encompasses the period of industrialization in India, growth of
HRM and major transition across Indian industrial sector post
economic liberalization 1991.

CONTENT:

INTRODUCTION
MEANING
EVOLUTION
DIFFERENCE
BETWEEN
HRM
AND
PERSONNEL MANAGEMENT
EVOLUTION OF HR IN INDIA
HR FUNCTIONS AND ISSUES
STARTING OF HR IN INDIA
EVOLUTION OF HR IN INDIA
LIST OF AMENDING ACTS AND ADAPTATION
ORDERS

IMPACT OF CHANGE IN POLICIES

HR PAST AND PRESENT
FUTURE OF HRM IN INDIA
CONCLUSION

INTRODUCTION:
There is not any magic within the success of corporations. the key of
their success is just the means that treat their employees Akio Morita
Founder, Sony Corporation

Behind the assembly of each product or service there's human mind,

effort and man hours (working hours). No product or service will be
made while not facilitate of individual. individual is that the basic
resource for creating or constructing something. these days several
specialists claim that machines and technology ar commutation human
resource and minimizing their role or effort. however even machines and
technology are build by the human aid and besides corporations are
incessantly in rummage around for proficient, proficient and qualified
professionals to more develop latest machines and technology, that once
more got to be controlled or utilized by humans to bring out
merchandise. In Western countries Human Resource Management
(HRM) had its primitive starting in Thirties. Not a lot of thought was given

on this subject particularly and no written records or document existed

on this subject while a philosophy within the Western ancient literature.
The philosophy of managing individual, as a plan was found developed
in ancient literatures normally in Indian philosophy particularly. several
Indian firms ar currently Associate in Nursing integral a part of the
worldwide community. As necessary contributors to the globe economy,
Indian firms need human capital to grow and expand. to realize a
stronger understanding of the factors associated with Indian human
resource management (HRM) and talent mind-set, the Society for
Human Resource Management (SHRM) interviewed Indian hour
executives in key Indian business sectors. Spotlighted during this article
ar 3 organizations (see box), with their individual philosophies
concerning talent mind-set, reflective their vision and strategic business
goals. Through the views of those Indian hour leaders with their
fingers on the heartbeat of the marketplacetrends, challenges and
opportunities concerning talent within the Indian hour context ar
discovered. additionally, data concerning Indian cultural, national and
socio-economic aspects provides insights concerning the dynamic
setting within which Indian hour and structure leaders attract, develop
and retain talent. As declared within the dynamical Faces of individuals
Management in Asian nation, as a results of Indias liberalized economic
setting, the new paradigm has brought a shift towards a lot of company
management and new opportunities for technology upgrading, human
resource mobilization from antecedently untapped sources, expansion,
diversification, business turnaround and internationalisation.1 Thus,
during this dynamic marketplace, the new world imperative needs the
correct talent. Written at the macro level, this text explores the
philosophical views of talent mind-set within the Indian human resource
management context, considers factors that influence talent mind-set in
Asian nation, and highlights key drivers and alternative causative
aspects. Written primarily for a non-Indian hour and management
audience, this text not solely provides insights into talent mind-set in
company {india|India|Republic of Asian nation|Bharat|Asian country|
Asian nation} however additionally offers valuable data for hour
professionals and business leaders in India, management students
learning concerning Asian nation, international firms established in
{india|India|Republic of Asian nation|Bharat|Asian country|Asian nation}
and people seeking to expand into India.

Meaning
Human Resource Management is that the method of achievement,
choice of worker, providing correct orientation and induction, providing
correct coaching and therefore the developing skills, assessment of
worker (performance of appraisal), providing correct compensation and
advantages, motivating, maintaining correct relations with labour and
with trade unions, maintaining staff safety, welfare and health by obliging
with labour laws of concern state or country.
Among the five m of management hour is that the solely living M and
while not the co-ordination of that, alternative M cannot work effectively.
If we tend to manage this Human Resource properly you'll be able to get
economical outcome from alternative non human resources. therefore
it's necessary for each person within the organization to understand the
thought and importance of human resource management.
HRM involves all mgmt. selections & actions that have an effect on
the link between the organization & staff its human resource.

Evolution
Human Resource management is taken into account mutually of the
crucial task of any organization in todays competitive setting. however
the history concerning however this idea of HRM is evolved or gained its
importance is extremely fascinating. allow us to discuss the evolution of
HRM here.

In beginning of nineteenth century there was a boom in industry that

influences the requirement of private management. however there was
no separate department to require care of labour issues except welfare
officers that too WHO care concerning girls & youngsters solely.

HOW IS PM completely different FROM HRM PERSONNEL

perform POINTS of dialogue HRM EVOLUTION
Maintenance directed Development directed Orientation Associate in
Nursing freelance perform with freelance sub- Consists of interdependant components functions Structure Proactive, attempting to
anticipate & prepare with Reactive, responding to events once they
occur acceptable responses Philosophy Exclusive responsibility of
personnel Responsibility of all managers within the organisaiton
Responsibility department stress on higher order wants eg. Empowering
stress on financial rewards individuals Motivators Improved performance
may be a results of improved higher use of human resources ends up in
improved satisfaction & morale satisfaction & morale
Outcomes Tries to enhance the potency of individuals & Tries to
develop the organisation as an entire & its administration culture
Aims.

1914-39

During the first world was there was a expected growth for Personnel
Management. The welfare officers were magnified. throughout this era

the ladies were recruited in giant numbers as most of the boys were joint
the militaries
The first part of labour management came in 1920 in factories to handle
absence etc
In middle of 1920s to 1930s there have been leader WHO care their
staff well being by themselves e.g. Tata steel in Jamshedpur.
In between 2d warfare the personnel management sweet-faced
Associate in Nursing rising stage as a result of the govt has got to turn
out giant war material then department worked fully time basis.
After independence the Role of Personnel management becomes
inevitable in Industries it contend functions like dialogue, Industrial
Relations, hour Policies etc
In 1930s the HRM started as a result of varied reason like
1. read purpose concerning doing works
2. Legislative frame work
3. Government policies
4. Trade unions.
5. ideas in management
6. amendment in economy
In 1990 government of assorted countries liberalized their policy as a
result of that the human started moving from one nation to a different.
that the want for HRM evolved as cross culture transpire. as a result of
this the achievement becomes a lot of specific were in choice relies on
talent no matter status.

Evolution of HRM in India

The evolution of human resource management in the Asian nation is
summarized as follows:
Period of continuous stress development of the condition
1920 - 1930 Early statutory welfare office
1940 - 1960 for the troubled introduction recognition techniques
administration
1970 - 1980 to ensure the superiority of regulation Taxation conformist
series on alternative social control functions
1990 govt promising human values

Apart from that, it could well be the same as HRM would cross various
phases before attending this position counts as the technological
revolution Era - Era of Scientific Management - Era father psychological science era -human relationship Era - Era scientific activity
-Multilingual specialists era -Welfare era etc ..
There ar many of us in the field of management of WHO have been
made in the event of HRM by various research sconducted by them or
their theory intended to name a few FW Taylor, Owen, Victor -Marie
Hugo Munsterberg, Maslow, Herzberg, Elton dressing etc ...
The management of human resources in completely different phases is
named differently as personnel management, Department of Industrial
Relations, Human Resources Management, Human Resources
Development, Human Capital Management, Strategic Human
Resources jointly.

HR functions and problems

equal employment opportunities for all
Conduct analysis of employment
Demand Forecasting Human Resources
Recruitment and selection
Orientation and supervision of staff
The implementation and development programs and management
structure Design
Performance Assessment
Training and Development
Career management
working relationship management
the welfare of the workers and management of social insurance
change management and organization development

in the past

In 50 - Employees were not recruited to the question "why" but only "to
do."

 In 60 - Words such as manpower, personnel and staff came to use.

At the end of 70 - People have realized that beyond a point,

productivity depends on the people.

HRM in India
The first book in the management of the world, entitled "Arthashastra"
written three millennium before Christ, codified many aspects of human
resource practices in ancient India.

John Patterson, the president of the company, trained service staff to

manage the pain of workers after a bitter union strike in 1901.

The first factory law was passed in 1881. The factory Commission was
appointed in 1885. The Factories Act, 1948 (amended 1987).

In 1929 - Royal Commission on Labour in India.

In 1931 - JH Whitely recommended the abolition of the "system

JOBBER" and the appointment of officers of labor in industrial
enterprises.
The scope of the function of the labor inspector was expanded during
World War II facilities such as housing, medical, etc.

Officer working & lt; = & Gt; Welfare Officer

Under the 1946 Act disputes.

The formulation of policies on human resource planning, recruitment and

selection, training and development, etc ..

General well-being & lt; = & Gt; Personnel Officer

Pursuant to Article 49 of the Factories Act, 1948.

Evolution of HR in India
Two professional bodies have been found
In 1948 - Indian Institute of Management Personnel (IIPM) in Kolkata

In 1950 - The National Institute of Labour Management (NILM) in

Mumbai

In 1980 - Both professional organizations merged to form the National

Institute of Personnel Management "(NIPM) is headquartered in Kolkata

In 1990 - step was taken by the renaming of the American Society for
Personnel Administration "(ASPA) as the" Society for Human Resource
Management "
(SHRM)

LIST OF AMENDING ACTS AND ADAPTATION

CONTROLS
The Indian Independence (Adaptation of Central Acts and Ordinances)
Order, 1948.

the adaptation of laws Order, 1950.

The Part B States law (laws), 1951 (3 in 1951).

Labour disputes (amendment and Miscellaneous Provisions) Act, 1956

(36 in 1956).
The Industrial Employment (Regulation) Amendment Act, 1961 (16 of
1961).

The Industrial Employment (Regulation) Amendment Act, 1963 (39 of

1963).

The Central Labour Laws (Extension to Jammu and Kashmir) Act, 1970
(51 of 1970).

The Industrial Employment (Regulation) Amendment Act, 1982 (18 of

1982).

IMPACT OF CHANGE IN POLICY

he changed the direction of the country from the socialist model to a

market economy. Therefore, we have seen many multinationals entering
our country. Ability to maintain a high quality in order to maximize
productivity has become the need of the hour. These will depend directly
on the quality and commitment of human resources. Impact on human
resources: The new economic policy has a negative impact on
employment, in particular because of recessionary conditions and the
import policy. Employers are cutting down the work of employees in
order to maintain competition in the global market. Socially in society
which led to the VRS and the political regimes or shake hands. Nature
and scope of HRM is concerned by people. Every organization is
composed of people and to gain their services, skills development, to
motivate them to higher levels of performance and to ensure that they
continued to maintain their commitment to the organization to achieve
the objectives organizational. This principle is applicable to every
organization - Whether for-profit or non-profit, private or public purpose.
The organization is able to acquire to develop, promote and retain
outstanding employees will be both effective and efficient. The survival
of an organization requires skilled workers and managers to coordinate
their efforts toward a common goal. HRM consists of four acquisition,
motivation and maintenance of human resources. These can be
described as getting people, preparing, activating and retaining them.
The acquisition starts with planning. Compared to human resource
needs, the organization must know where it is and how they will get it.
This includes recruitment, selection and socialization of employees.
Means that the function of development, provide training to employees,
management development (knowledge, etc.) and career development.
Function of motivation begins with the recognition that individuals are
unique and should use motivational techniques to meet human needs. In
the function of motivation, job satisfaction, performance evaluation,
behavior & amp; structural techniques to boost performance at work, etc.
The last function the interview, he focuses on the provision of such
working conditions that employees believe are important to maintain the
commitment of the organization.

PAST AND PRESENT HR

FUTURE OF HUMAN RESOURCE MANAGEMENT IN

INDIA

Taking a view of the above situation, there are posibilities for

developmnet HRM in India. Industrial development in India is growing
very fast. To solve many problems of industrial development, it is very
necessary to develop the science of human resource management. This
will only be possible when there is a revolution in the minds of Indian
industrialists. They must feel that workers are human and humane
treatment must be given to them. They must not undermine the
importance of labor relative to other factors of production. Work should
preferably be made to work hard so that other production factors would
operate in a better way to achieve the main objectives of the company;
Maximum output at cost min / workers are industry partners and may
contribute significantly to national prosperity. If the Indian manufacturers
are not willing to change their attitude to work, many can not be provided
solely by the government for the development of sound industrial
relations. And the future of human resource management in India
depends on the change in attitude towards industrial labor. The
Government has announced certain measures for the development of
sound industrial relations such as effective implementation of worker
participation in the management scheme and the application of labor
laws.

CONCLUSION OF ORGANIZATIONS HRM are now

defined as:

 The core competencies within the organization EVOLUTION People

within the organization Organizational culture or shared values and
knowledge or learning. The human resource systems must be
maintained and constantly updated and modified: People will always
need to be hired and trained process should always be created and
updated cultures should always be prepared and processed. HR
practices should be aligned with market realities, meeting deadlines,
making profits, leveraging technology, satisfying investors and to serve
customers. HRM is to create organizational capabilities that will lead to
competitiveness.