History of HRM

Meaning of HRM
Functions
Significance
Challenges of HRM
Components of HR
HRD
Objectives HRD
HRD Vs HRM
HISTORY OF HRM




The development and growth of HRM is
very slow in the initial stages but later it
has made a steady progress throughout
the world. The development of HR is
owed basically to the development of
various disciplines and to the changes in
the industrial sector
ORGANIZATION OF HR
DEPARTMENT


The internal structure of a HR/personal department
depends on various factors such as nature and size of
the organization, managerial preference to structure
operations clearly, external forces etc.
Small firms have only a single section, headed by a
personnel officer taking care of everything.
Medium sized firms may create a separate
personnel/HR department having experts in the
personnel field supported by administrative staff.
In large firms the structure of a personnel/HR
department may take various shapes, depending on
organizational resources, competitive pressures and
total employee strength.
EARLY CAUSES OF GROWTH OF
HRM IN THE WEST


Advent of Scientific Management by F.W.Taylor who
introduced Scientific Management, time study, and
motion study concepts in 19
th
century
Human relations movement undertaken by
humanitarians like Elton Mayo and others
Establishment of ILO in 1919
Impact I&II world wars
Great Industrial Revolution
Development social sciences
Increasing role of Governments
Development of Trade Unions/Labour movement
Development and growth of the organizations

EARLY HRM IN INDIA


Before Independence:
Setting up of Royal Commission of Labour
by British India in 1929
Establishment of ILO in 1919
After Independence
Adoption of the concept of Welfare State in
the Constitution of India
Passing and enforcing various labour laws to
ameliorate the working conditions of labour
Adoption of five year plans

Meaning & Definition of HRM



HRM in its simplest means acquisition, allocation,
maintenance and motivation of Human Resources.
SIGNIFICANCE OF HRM


With good HR policies and practices an
organization can hire, develop and utilize
best brains in the marketplace, realize its
professed goals and deliver results better
than others
Good HR Practices help
Attract and retain talent




Attract and retain talent
Promote team spirit
Increase Productivity
Improve job satisfaction
Train people for challenging roles
Develop skills and competencies
Promote team spirit
Develop loyalty and commitment





CHALLENGES OF HRM
Vision penetration
Internal environment
Change in industrial relations
Building organizational capabilities
Job design and organizational structure
Increasing size of workforce
Changing psycho-social system
Satisfaction of higher level needs
Equalitarian social system
Technological advances
Computerized information system
Changes in legal environment
Management of human relations
COMPONENTS OF HRM
External
Influences
ACQUISITION
HR Planning
Recruiting
Employee
socialization

DEVELOPMENT
Employee Training
Management
Development
Career Development
MOTIVATION
Job Design
Performance
Evaluation
Rewards
Discipline
MAINTENANCE
Safety &Health
Employee
Relations
Human Resource Development



HRD is a positive concept in HRM. It aims at the overall
development of human resources in order to
contribute to the well being of the employees,
organization and the society at large.

Features of HRD


HRD is a system
HRD is a planned process
HRD involves development of competencies
HRD is an inter-disciplinary concept
HRD improves quality of life

Benefits of HRD

It improves the capabilities of people
Improves team work
It leads to greater organizational effectiveness
Performance related rewards help employee realise the
importance of utilizing the skills in meeting the
organizational goals
HRD Vs Personnel Function


Orientation HRM HRD
Orientation Maintenance Development
Structure Independent Inter-dependent
Philosophy Reactive Proactive
Responsibility HR dept. exclusively
responsible
All managers are
responsible
Motivators Emphasis on monetary
rewards
Emphasis on higher-
order needs
Outcomes Improve performance Better usage of HR
AIMS Improvement of
efficiency
It tries to develop the
organization as a whole



THANK YOU