EVOLUTION OF HRM DR. RAJNI SINGH

Evolution of HRM • Evolution of HRM of HRM is divided into 3 phases- 1. Period before industrial revolution 2. Period of industrial revolution (1750 to 1850) 3. Post  Industrial revolution ( after 1850-1947) 4. Post independence period after 1948..1990s)

Period before industrial revolution • Agrarian economy- agriculture was the main source of income • Handicrafts started- pottery making, jewellery designing, weaving etc.. • Cottage industries were set up in homes. • Factory system/ capitalism came giving rise to 2 classes mgmt and workers. • Exploitation of workers increased because employers wanted to achieve profit maximization.

Period of industrial revolution • Industrial revolution marked the conversion of economy from agriculture based to industry based. • The workers working in the industries or factories were subjected to long working hours and very less wages. With growing unrest , workers across  the world started protest and this led to the establishment of Labour unions.

Post  Industrial revolution • The term Human resource Management saw a major evolution after 1850. Various studies were released and many experiments were conducted during this period which gave HRM altogether a new meaning and importance.

Post  Industrial revolution • Frederick W. Taylor gave principles of scientific management (1857 o 1911) led to the evolution of scientific human resource management . • Development of industrial psychology-it asked for fulfilling social and psychological needs of workers. • Organizational behaviourdeveloped as a diff. field of study- giving knowledge about how to deal with individuals and groups.

Post  Industrial revolution • Human relation movement started- Hawthorne studies by Elton Mayo suggested that for increasing the productivity of workers good relations are required.

Post  Industrial revolution • Industrial relations started becoming better after first world war (1914-1918). • International labour org. ILO (1919) • Royal commission on labour (1931) recommended “labour officers” in order to protect conditions of workers.

Post independence • Post independence –Factories act 1948, there must be “welfare officers” inside factories having 500 or more workers. • Post independence 3 imp. Acts- factories act, min. wages act and ESI act supported the welfare of working community. • Later on dev. of 5 year plans also supported growth of human relations

Post independence • In 1970s to 1980s there was dev. Of personnel management. • During late 1980s or early 1990s HRM developed as a separate field. • After globalization (1991), need for HRM and strategic HRM was realized. • Thus, human resource func. In India has grown through several stages- LABOUR WELFARE, INDUSTRIAL RELATIONS, LABOUR ADM., PERSONNEL MGMT, HRM AND FINALLY TO HRD.