EVOLUTION OF HRM

JIJI VARGHESE
NO-528
HRM
HRM as a field of study gained popularity in the
1960s.
It has evolved through a series of events such as
Industrial Revolution(18
th
century)
Growth Of Trade Unionism
Scientific Management(1900)
Industrial Psychology(1913)
Human Relations Movement(1930)
Behavioural Sciences(1940)
Personal Management(1948)
Human Resource Management(1960)
Industrial revolution
Industrial revolution was the result of inventions
of many English scientists.
This was due to increase in the demand of
products.
Spinning genny- James Hargreaves(1764)
Water frame- Richard Arkwright(1779)
Mule spinner- Crompton
Power loom Cartwright

Changes brought by
industrial revolution

Development of engineering
Revolution in iron making
Use of power driven machines
Rise of chemical industry
Development of coal mining

Growth of trade unionism
Workers faced problems in the factories-lower
wages, poor working conditions etc
Philosophy of trade unionism was that through
strength and collective support, employers forced
to listen to the workers and redress their
grievances.
Weapons used are strikes, slowdowns, walkouts,
picketing, boycotts.
As a result of it welfare activities, workers
participation are adopted by the companies.
Scientific management
Modern personal management is known as the
child of Scientific management.
F W Taylor is the father of Scientific
management.
Two dimensions of the study- mechanical and
philosophical.
Mechanical side include motion and time studies,
standardization of tools, methods and working
conditions, differential piece rate for the payment
of wages etc.
Philosophical side include science of management
based on scientific investigation and experiment.


Principles of Scientific
management

Replacement of rule of thumb method
Scientific selection and training of workers.
Co-operation between labour and management
Maximum output
Equal division of responsibility
Techniques of Scientific
management
Scientific task setting
Work study
Standardization
Scientific selection & training
Differential piece wage plan
Specialization



industrial psychology
Hugo Munsterberg- Father of Industrial
psychology
Industrial psychology introduced matching of
employees to jobs, for different jobs requiring
different skills and abilities
It emphasized use of psychology in the field of
personnel testing, interviewing, attitude
measurement, training and job analysis.
Job analysis in terms of mental and emotional
requirement of the job.
Human relation movement
George Elton Mayo
Hawthorne experiment
Illumination experiment
Relay assembly test room
Mass interview program
Bank wiring experiment
The cause of increase in productivity of the
workers is not a single factor like changing
working hours or rest pause, it include many
factors.


Behavioural sciences
This study says that management must be
centred around the people and their
interpersonal relations.
It stressed upon groups and group behavior.
The behaviorists studied group dynamics,
informal organization and motivation.
Personal management
The task of personnel manager is not confined
only to the recruitment of workers, but also to
their development, compensation, appraisal,
welfare and handling their grievances.
Labour welfare officers are appointed to look
after recruitment and welfare of the employees.
ROLE OF HRM
Strict and rigorous selection and recruitment
High level of training, especially induction training and
on the job training
Team working
Better management-worker communications
Encouragement of employee suggestions and innovation
Single status symbols such as common canteens and
corporate uniforms
The above practice create an organization atmosphere
where workers can grow and identify their own success
and goal which match with organization.

Evolution of the concept of
HRM

The factor of production concept
The paternalistic concept
The humanitarian concept
The human resource concept
The partnership concept
The HRD concept
Growth in India
Early phase
Legal phase
Welfare phase
Development phase
CONCLUSION

By doing complete analysis of evolution of
HRM the conclusion is their will be modern
trends will be occurring in HRM like strategic
human resource management it is mandatory
for every organization to treat all employees in a
well manner because they are the assets of an
organization which helps in achieving
organization goal.