So we must answer the question — What does it mean?
The wind gradually reached to India as well in the beginning of twentieth century. Since then to the present era, the development of HRM may be classified as follows: Trade Union Movement Era: The conditions of workers in the aftermath of factory system as an outcome of industrial revolution were very pathetic.
The First World War further worsened their conditions. This was the period when state intervention to protect the worker s interest was felt necessary.
Trade Union Act, was passed in India. These unions used strikes, slowdowns walkouts picketing, boycotts, and sabotage as weapons for the acceptance of their problems.
These activities of trade unions gave rises to personnel practices such as collective bargaining, grievance handling system, arbitration, disciplinary practices, employee benefit programmes, installation of rational and defensible wage structures.
Robert Owen, a British industrialist towards workers. He viewed that the principal social and economic environments influence the physical mental and psychological development of workers.
Therefore, in order to improve the productivity, it is necessary to improve, conditions of employees by removing them from an adverse environment or by changing the environment with the provisions of more satisfactory living and working conditions.
Therefore, the owner should take care of a worker just like a father takes care of his child. Accordingly, Owen himself implemented this philosophy in his cotton mill at Scotland by introducing facilities such as shower baths and toilets in the factory premises, model villages for workers, raising minimum wage of employment of child labour to 11 years and reducing working hours from 12 to 10 hours.
Owen also appealed to other industrialists to introduce the similar facilities in their factories.
However, some critics view that, in the event of increasing trade unionism in factories, factory owners adopted these facilities to control over the labour problems and unrest. According to them, adoption of such practices was a compulsion for factory owners rather than their paternistic philosophy.
Based on his shop floor job experience, Taylor developed four principles of scientific management: Scientific selection and placement of workers best suited to perform the various tasks and provision of their training and development for maximum efficiency.
Clear cut division of work and responsibility between management and workers. Harmonious relations and close cooperation with workers to secure performance of work in accordance with the planned jobs and tasks. Accordingly, if economic reward is tied up with the efforts put on the job, the worker will respond with his maximum physical capability.
The following are the important techniques developed by him:Evolution of HRM The evolution of the concept of Human Resource Management is presented below Period before industrial revolution - The society was primarily .
Evolution of HRM - Free download as Powerpoint Presentation .ppt), PDF File .pdf), Text File .txt) or view presentation slides online. Scribd .
The evolution of human resource management as a distinct profession dates back to the industrial revolution when factories established personnel departments to look into wages and welfare of workers. The Evolution of Human Resource Management By Sandy Reed, SPHR, and Myrna L.
Gusdorf, MBA, SPHR EMployEE and laboR RElaTions Instructor’s manual. According to Armstrong () Human Resource Management (HRM) is defined as a strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively contribute to the achievement of its objectives.
Human resource management has changed drastically in recent years. Learn about the evolution of HR, where HRM is going in the future and what we've learned along the way. The world of work is set to change even further in the future and the evolution of HR is showing no signs of slowing down.