History of HRM and Development in Indian context

Hostory of HR in Indian Context

1. History of HRM

2. History of HRM  • Industrial revolution • Scientific Management • Trade Unionism • Human Relations Movement/Human Resource Approach Industrial revolution  • Machines brought in,technology made progress • Jobs fragmented,worker did small portion of total job • Specialisation increased,speed , effieciency but left workers dull,boring,monotonous jobs. • Workers treated like “glorified machine tools”. • Employers keen to meet production targets • Little or no government protection Scientific management  • To improve efficiency & speed FW Taylor advocated scientific management. • Systematic analysis & breakdown of work into its smallest mechanical elements & rearranging them into most efficient combination. • Individuals ..perfectly matched physically, mentally to requirements of task. • Exclude overqualified • Supervisor to train carefully, ensure they performed task as specified by prior scientific analysis. • Differential piece rate system

3. Trade unionism  • Workers joined hands to protect against exploitative tendencies of employers, unfair labor practices through unions. • Unions tried to improve workers through collective bargaining,resolving grievances of workers relating to working conditions,pay & benefits,disciplinary actions etc. Human relations movement  • Hawthrone experiments by Elton Mayo demonstarted employee productivity was affected not only by way job is designed & economical rewards but by certain social & psychological factors as well. • This movement led to wide scale implementation of behavioral science techniques in industry ..supervisory training progremmes emphasizing support & concern for workers,programmes to stengthen bond between labour & management.. • Counselling programmes • Rise of unionism

4. Human resources approach  • Workers are unique in their own way..having individual needs. • Trend towards treating employees as resources or assets emerged. • Assumes that job or the task itself is primary source of satisfaction & motivation to employees. • Emphasis on individual involvement in decisions made in organistion Human resources approach  • People do not inherently dislike work..have helped establish objectives..want to achieve. • Most can exercise great deal of self-direction , self-control & creativity than are required in their current jobs. • Managers job…use untapped human potential • Manager should create healthy environment • provide self-direction by subordinates…direct improvements..operating effieciency

5. Objectives of HRM  • To help the organisation reach its goals • To employ the skills and abilities of the workforce effectively • To provide the organisation with well trained employees • To facilitate employee job satisfaction • To develop and maintain QWL • To communicate HR policies to the employees • To be ethically and socially responsive to the needs of the society HRM in India  • Arthashastra – • Job analysis, selection procedures, training, incentives, performance appraisal etc. • Legal Phase – • Appointment of Labour officer in 1931 for workers welfare • The Factories Act, 1948..500 • IIPM ,NILM formed in 1950s • Development phase – • 1960s and 70s HRD gains a place • Striking balance between employee demands