History to Hrm

Evolution of HRM History MANAGEMENT MAN MANAGEMENT Approaches end in Personnel Management and HR EXAMPLES OF MANAGEMENT PRACTICES TROUGHTOUT HISTORY Ancient Medieval Modern History Of HRM industrial Revolution Advantages and Disadvantages Trade Union era World War and Post World War Social Responsibility Paternalistic Approach Scientific Management F. W Taylor Henry Fayol History Of HRM Industrial Psychology Human Factor Human transaction, Hawthorne Experiments Behavioral Sciences Motivation Satisfaction Modern Management Management By Objectives Organization Development It all began with, federal agency of personnel manager being Clerk Managing Dues Record Keeper Managing Time Keeping Channel of Communication between Employees + Management, Recruitment & Selection Industrial Relations Union Labour Laws Eg. Min. Wages, PF, ESIC Laws Welf ar Officer Recreation Training & Development Phases of Human alternative Management AND TODAY Organiza tion Development Strategic spouse Human Capital ManagementIt is a Profession Rising Prominence of the Human Resource Management Emphasis on quality Impact of technology repose of Indian economy Privatization of Indian economy Globalization Rising Prominence of the Human Resource Management Changes in political philosophy Trade trade unionism Cutthroat competition International problems Diversified workforce Knowledge workers Information Technology Approaches towards Human Beings Mechanical approach commodity approach or cipher of production concept up to 1920. Paternalistic Approach from 1920 till great depressions died during the Great Depressions of 1930s. Approaches towards Human Beings Social System or Humanistic Approach 1930-40 Psychologists Mayo, Mc 40 Gregor etc. Sociologists Blake etc. Human Resource Approach 1940 onwards (distinct needs, aspirations and personality) MBO, two way communication, leadership, quality circles etc. Evolution of HRM in India 1920s 30s reality of capitalists 1940s 50s Technical, legalistic 1970s 80s Professional, legalistic, impersonal 1990s PhilosophicalDIFFERENCE BETWEEN HRM/ HRD/ PRESONNEL LETS DISCUSS HRM AND PERSONNEL MANAGEMENT ARE THE SAME Some experts assert that there is no dissimilarity between human resources and personnel prudence They state that management. the two name can be utilise interchangeably, with no difference in meaning. In fact, the terms are often used interchangeably in help-wanted ads and job descriptions descriptions. When looking for a job in personnel management or human resources, it is heavy to realize that many companies use the terms interchangeably If you are offered interchangeably. job as a personnel manager, you may be required to perform the same(p) duties as a human resource manager, and vice versa. In some companies, a distinction is made, but the difference is very subtle. Personnel vs. Human Resource Management Human Personnel Resource Man agement Management Personnel means persons employed. PM is the management of people employed. HRM is the management of employees skills, knowledge, abilities, talents, aptitudes, creative abilities etc. Employee is treat not Employee is treated as only as economic man an economic man as his but also as social and run are exchanged psychological man. Thus for wage/salary the complete man is viewed. Employees are used Employees are used for the multiple mutual mostly for organizational benefit of the benefits. organization, employees and their family members. Personnel function is HRM is a strategic treated as only an management function. auxiliary. Employee is viewed as a Employee is treated as commodity or tool or a resource. quipment, which can be purchased or used. Employees are treated Employees are treated as a profit means and as cost centre and therefore, invests capital therefore management for human resource controls the cost of development and future labour. utility. Employees are used Employees are used for mostly for organizational the multiple mutual benefits. benefit of the organization, employees and their family members. Personnel Management is more of administrative functions. Personnel function are said to be oxidizable Personnel function is treated as only an auxiliary. HR, is responsible for managing a workforce as one of the primary resources that contributes to the success of an organization. HRM is a proactive function. HRM is a strategic management function. Relationship Between HRM and HRD Human resource management (HRM) encompasses many functions Human resource development (HRD) is one of the functions within HRM Personnel management Precedes the history Talent Management A dynamic, ongoing process of systematically identifying, assessing, and developing talent for future critical roles to ensure continuity and effective organizational performance. Note that some people distinguish a difference between be tween HRM (a major management activity)and HRD(Human Resource Development). Those people might include HRM in HRD, explaining that HRD includes the broader range of activities to develop personnel inside of organizations, including, e. g. , career development, training, organization development, etc. ? There is a long-standing argument about where HR standing HR-related functions should be unionized into large organizations, eg, should HR be in the Organization Development department or the other way around? ? The HRM function and HRD profession have undergone horrific change over the past 20-30 years. Many years ago, large 30 organizations looked to the Personnel Department, mostly to manage the paperwork around hiring and paying people. More recently, organizations consider the HR Department as playing a major role in staffing, training and helping to manage people so that people and the organization are performing at maximum capability in a highly fulfilling manner. Jobs & Caree rs in HRM HR Specialist HR Manager HR Executive