INDUSRIAL REVOLUTION

The seed of HRM were sown during Industrial revolution 1850s in Western Europe and USA.The wind gradually reached to India in beginning of 20th century.During this period: Machines were bought in Technology made rapid progress

 Workers were treated like machine tools Employers were keen to meet production targets rather than satisfy workers. Govt. didi very little to protect the interests of workers.

This was the period when state intervention to protect the workers interest was felt necessary. During this period:-

Workers started to form their associations. Trade Union Act, 1926 was passed in India.

The basic philosophy was to safeguard workers interest and to sort out their problems like: Child labour Long hours of work Poor working conditions. The unions used strikes,lockouts etc as weapons for acceptance of their problems.

These activities of trade unions gave rise to personnel practices such as: Collective bargaining Grievances redrassal Arbritration Employee benefits programs Installation of rational wage structures.

 Scientific management era

Scientific Management era:This concept was introduced by Fredrick Winslow Taylor in USA early in 20th century.he developed following four principles:-

Use of scientific methods in setting work stds. Scientific selection and placement of workers best suited for the tasks. Also provision for training.

 Clear cut division of work and responsibility between management and workers. Harmonious relations and close cooperation with workers. His study focused physical characteristics of the human body as it responds to routine and clearly defined jobs.

He developed following techniques for the same:- Time study Motion study Standardization of tools, equipments and machinery and working conditions incentive wage plan with differential piece rate of wages.

Taylor improved the system

Management Methods, Procedures & Supervision Strengthened Production & Supervision Labor-Mgt. Consensus on Mutual Benefits of Productivity - More Profit for Mgt, more Money & Better lives to Workers Separate Discipline called Human Engg It Studies, People At Work and Of Work Methods

 Studies, Equipment Design, Pacing of Work, Hours of Work, Environment of Conditions of Work. Purpose: To Improve PRODUCTIVITY & JOB SATISFACTION

 Human Relations era:-

 This particular period focused on the feelings,attitude and needs of the workers as human beings.Between 1925 and 1935 Hugo Munsterberg, a psychologist suggested the use of psychology in selection, placement, testing and training the employees in an organisation.

Between 1924 to 1932,Elton Mayo conducted a series of experiments at hawthorne plant of western electric company in USA.main findings were:-

 Physical environment should be good Favourable attitudes of workers and work team towards their work Fulfillment of workers social and psychological needs Workers can be motivated through job security,right to express their opinion on matters related to them.

 The Hawthorne Studies: As described in virtually every book written about management, the human relations or behavioral school of management began in 1927 with a group of studies conducted at the Hawthorne plant of Western Electric, an AT&T subsidiary. Curiously, these studies were prompted by an experiment carried out by the company's engineers between 1924 and 1932

 Two groups were studied to determine the effects of different levels of illumination on worker performance. One group received increased illumination, while the other did not. A preliminary finding was that, when illumination was increased, the level of performance also increased. Surprisingly to the engineers, productivity also increased when the level of illumination was decreased almost to moonlight levels.

 The reason for the increase in the production was not the physical but the psychological impact of the employee's attitude towards the job and towards the company. Such a phenomenon taking place in any research setting is now called the Hawthorne effect.

Findings of the study

Economic incentives are less potent than generally believed in influencing employees to achieve high levels of output. Leadership practices and work-group pressures profoundly influence employee satisfaction and performance. Any factor influencing employee behaviour is embedded in a social system. For instance, to understand the impact of pay on performance, you also have to understand the climate that exists in the work group and the leadership style of the superior.

Indl. Psychology & HR Era

 Psychologists Entered for Systematic Study of Personnel Problems Father of Indl. Psychology Hugo Munsterberg His Book Psychology & Indl. Efficiency Owes Development of Indl. Psychology

 His Notable Contributions -Analyzing Jobs in terms of Mental & Emotional Requirements and Development of Testing Devises Advances witnessed in Areas of Selection, Placement, Testing, Trg. & Research Practices

Indl. Psychology Introduced & Emphasized:

Matching Employees to Jobs Diff Jobs need Diff Skill & Abilities Use of Personnel Testing, Interviewing, Attitude Measurement, Learning Theory, Trg., Failure & Monotony study, Safety, Job Analysis and Human Engg. But Major Applications Areas Recruitment, Testing for Employment, Job replacement, Promotion & Trg

 Behavioural science era:-

It was concerned with social and psychological aspects of human behaviour. Some of imp elements were: Individual behaviour is linked with group behaviour Informal leadership rather than formal leadership Motivation by self control and self development Improving efficiency through Self operating

Behavioral Sciences include

Sociology, Social Psychology, Psychology Mathematical Biology, Medicine & Psychiatry Anthropology, Economics, History, Philosophy Research in these Areas catered subject matter for Personnel management

 *Impact of Methods of Pay and Individual Performance And Effect of Diff. Leadership Style & Philosophy on total Org-Performance *Job-design its Relationship to Personality Growth; Impact of Diff. Appraisal Systems, Group Influences and Organization Communications on Productivity & Change Research Data generated used for Theory Building.

SYSTEM APPROACH
Technical subsystem : formal relationships. Social subsystem : informal group relations Power subsystem : exercise of power

Contingency approach era:According to contingency,the best way to manage varies with situation. There may not be the universal way of managing all the situations. It is imperative for managers to analyse different situations and then use the best suitable in that particular situation.