Brief History of Human Resource Management in India

Though not infant, HRD in India has not entered in its adulthood. The first dedicated HRD department started in 1975 at L&T. Uday Pareek and T.V Rao in 1975 outlined a philosophy for the new HRD System . After L&T accepted and started implementing their recommendations in full the State Bank of India the single largest bank and its associates decided to implement the Integrated HRD System approach and decided to create a new HRD department. By the mid 80s a large number of organizations in India had established fully fledged HRD departments .In 1979 the first workshop on HRD was conducted by IIM A by Dr. T.V.Rao , where the draft of the book Designing and managing Human Resource System was presented and tested. After that a large number of companies started showing interest in having HRD departments. However over the period of time HRD as a concept and practice have gone through different stages of metamorphosis. In the mid-70s HRD departments were started with a view to promote competence-building and work motivation. The need was fulfilled to a large extent by the late 80s. By the early 90s, the focus of HRD changed from HR for its own sake to HR for business. Today in globally competitive market its presence and role is well understood. HRD defined in different parts of the world Len Nadler, USA defined it as a series of organized activities conducted within a specified period of time and designed to produce behavioural change. Common activities in HRD include Training , Education and development. Training to improve job performances, education to improve competency not specific to any one job and development as preparation to help the employee move with the organization as it develops. China believes it as a planned and organized education and learning process to improve employees knowledge and skill as well as change their job attitude and behaviour. Germany, there is no specified field defined as HRD. The concept of HRD in Japan identified in three terms

development of individual abilities, formulation level of mastery over human resources through the work system and training, and

human resource development through management of human resource process. In short individual development, carrier development and organization development are the three major areas HRD covered in Japan.

In Korea it is training and development. Themes we must discuss while discussing Human Resource Management
360 degree feedback Action learning Career development Change management Culture building Knowledge management Leadership and leadership development Mentoring and modeling Commitment building
About these ads

System building Workplace Learning Performance appraisal Strategic human performance processes Transfer of learning Organizational development etc etc

Like this: