24255173 History of Hrm Stages to Modern Hrm

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    UNIT-I

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    HISTORY OF HRM

    (Stages to Modern HRM) The Industrial Revolution

    Trade Unionism

    Scientific Management

    F.W.Taylordeveloped 4 principles of scientific management-Development of true sciences

    -scientific selection and training of workers

    -friendly cooperation b/w management & workers-development of every worker to his fullest potential

    Industrial Psychology

    Acc. to Hugo Munster berg theory matching the workers skills with job.

    Human Relations Movement

    Hawthorn Experiment came in to existence.

    Behavioral Sciences

    Frederick Hertzberg, Maslow,likert and other theories related withMotivation and Leadership came into existence.

    Human Resource Specialist & Employee Welfare

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    Evolution of the Concept of HRM

    The Commodity Concept

    The factor of Production Concept

    The Paternalistic concept

    The Humanitarian Concept

    The Human Resource Concept

    The Emerging Concept

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    Genesis and Growth of HRM in INDIA

    1920- Concern for welfare of Factory Workers

    1931- Royal Commission came into existence & Appointmentof Labor Officer

    1948- Factorys Act came into existence & state that Factoriesemploying 500 or more workers have to appoint WelfareOfficer

    1950- Two professional bodies were established- Indian institute of Personnel Management (NIPM),Kolkata

    National Institute of Labor Management (NILM), Mumbai

    1960- Labor Welfare, Industrial Relation, HR administrationemerged as the complimentary parts of HRM.

    1970- Welfare shifted to higher efficiency. 1980- IIPM & NILM become National Institute of Personnel

    Management (NIPM),Kolkata

    1990- HRM as a distinct and important part of any organization

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    PERIOD DEVELOPMENT OUT-LOOK FOCUS STATUS

    1920-1940 Beginning Legalistic Statutory welfare Clerical

    1940-1970 Struggling for

    Recognition

    Technical and

    Legalistic

    Paternalism Administrative

    1970-1990 Introduction of

    Sophisticated

    Techniques

    Impersonal

    and

    Professional

    Regulatory

    conformance

    Management

    1990-2000 Promising Philosophical Human values,Productivity

    through people

    Executive

    After 2000 Bright Psychological Development of

    potential

    Top Level

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    Definition of HRM

    HRM is the planning, organizing, directing,

    controlling of the procurement, development,

    compensation, integration, maintenance andreproduction of HR to the end that individual

    organizational and social objectives are

    accomplished.

    -FLIPPO

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    Difference b/w HRM & Personnel

    Management

    DIMENSIONS PERSONNEL MGT HUMAN RESOURCE MGT

    Philosophy

    Nature

    Communication

    Decision making

    Approach

    Job design

    Managements

    role

    Level of trust

    Employees aremade for

    rules and regulations

    Confined to procurement

    and training of personnelSlow and downward

    Slow

    Work oriented

    Division of labor

    Transactional

    low

    Rules and regulations are

    meant for employees.

    Also integrated with corporate

    management.Fast and both upward and

    downward.

    Fast

    People + work oriented

    Team work

    Transformational

    High

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    Features of HRM Comprehensive Function

    Continuous Function Pervasive Function

    Challenging Function

    Staff Function

    People Oriented

    Action Oriented

    Individual Oriented

    Development Oriented Future Oriented

    Science as well as Art

    Interdisciplinary

    Nervous System

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    Managerial Function

    Planning

    Organizing

    Operative Function

    Directing

    Staffing

    Controlling

    Procurement

    Development

    Integration

    Compensation

    Maintenance

    FUNCTIONS OF HRM

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    Scope of HRM

    Nature of HRM

    Employee Hiring

    Employee executive

    implementation

    Employee

    Motivation

    Prospects

    of HRM

    Industrial

    Relation

    Employee

    Maintenance

    HRM

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    Objectives of HRM

    Personnel

    Objective

    Functional Objective

    Social Objective

    Organizational Objective

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    IMPORTANCE OF HRM

    SOCIAL

    SIGNIFICANCE

    PROFESSIONAL

    SIGNIFICANCE

    SIGNIFICANCE

    FOR INDIVIDUAL

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    ROLE OF HR MANAGER

    PERSONNEL

    ROLE

    WALFARE

    ROLE

    CLASSICAL

    ROLE

    FIREFIGHTING

    ROLE

    MISCELLANEOUS

    ROLE

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    HRM ModelNature of HRM

    HR Planning

    Job analysisRecruitment & selection

    Placement

    Participative Management

    Motivation

    T & D

    Remuneration

    Dispute & their Settlement

    Future of HRM

    Communication

    Promotions

    Industrial Relations

    Trade Unionism

    Welfare

    Safety & Health

    Competent & Willing

    workforce

    Organizational

    Goals

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    Comparison b/w HRM & HRDDimensions HRM HRD

    Status

    Orientation

    Aims

    Incentives

    used

    Responsibility

    Morale

    Productivity

    Relationship

    An independent function withindependent sub-function

    A service & reactive Function

    Seeks to improve the

    efficiency of people &

    administration

    Salary & economic rewards

    Only of HR Manager

    Improved satisfaction &

    Morale as the cause of

    improved performance

    An integrated system consistingof interdependent sub-system

    A proactive function

    Seeks to develop the total

    organization its culture

    Focus on challenges, creativity

    & motivation

    Of all the managers

    Improved performance as the

    cause of improved satisfaction

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    HRM in Organizational Structure

    Organizational Structure

    It defines and describes the authority and responsibility

    relationship b/w various positions.

    It indicates the location of decision centers in the

    organization.

    It provides the channels of communication among the

    members.

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    Types of organizational structure

    H R Department in Line Organizational Structure

    H R Department in Functional Organizational

    Structure

    H R Department in Line & Staff OrganizationalStructure

    H R Department in Divisionalised Organizational

    Structure

    H R Department in Matrix Organizational Structure

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    H R Department in Line

    Organizational Structure

    C.E.O.

    H R Manager

    Training OfficerEmployment Officer Wage & Salary Officer Welfare Officer

    clerks clerks clerksclerks

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    H R Department in Functional

    Organizational Structure

    C.E.O.

    H R Manager

    Training OfficerEmployment Officer Wage & Salary Officer Welfare Officer

    clerks clerks clerksclerks

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    H R Department in Line & Staff

    Organizational Structure

    C.E.O.

    H R Manager

    Training OfficerEmployment Officer Wage & Salary Officer Welfare Officer

    clerks clerks clerksclerks

    Staff Function

    Line Function

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    H R Department in Divisionalised

    Organizational Structure

    C.E.O.

    H R Manager

    Training OfficerEmployment Officer Wage & Salary Officer Welfare Officer

    clerks clerks clerksclerks

    H R Officer

    (Northern Division)

    H R Officer

    (Southern Division)

    H R Officer

    (Eastern Division)

    H R Officer

    (Western Division)

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    H R Department in Matrix

    Organizational Structure

    C.E.O.

    G.M.

    H. R.

    Department

    Engineering

    Department

    Finance

    Department

    Marketing

    Department

    Project A

    Project B

    Project C

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    H R Policies

    A policy is a predetermined course of actionestablished to guide t