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 behaviour developed 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.