1. Evolution of HRM
By Prof.Devpriya Dey

2. Period before Industrial Revolution
Primarily an agriculture economy
Limited production
Usually carried out within a village or community
Note: Industrial Revolution: The Industrial Revolution was the transition to new manufacturing processes in the period from about 1760 to sometime between 1820 and 1840.

3. Period of industrial revolution (1750 to 1850)
Economy from agriculture based to industry based
A department was set up to look into workers wages, welfare and other related issues.
This led to emergence of Personnel Management with the major task as
Worker’s wages and salaries
Worker’s record maintenance
Worker’s housing facilities and health care

4. Establishment of Labour Union (1790)
long working hours
very less wages
growing unrest
workers across the world started protest
Personnel Management department – Managing politics and diplomacy
Industrial relation department emerged.

5. Post Industrial revolution – After 1850
Various studies were released - gave HRM altogether a new meaning.
Frederick W. Taylor- principles of scientific management (1857 to 1911)
Worker’s training
 Maintaining wage uniformity
 Focus on attaining better productivity.
Hawthorne studies, conducted by Elton Mayo & Fritz Roethlisberger (1927 to 1940)
Increasing worker’s productivity to increasing worker’s efficiency through greater work satisfaction.

6. Further Studies
Douglas McGregor Theory X and Theory Y (1960) and Abraham Maslow’s Hierarchy of needs ( 1954)
Due to these studies
Transition from the administrative Personnel Management approach to a more dynamic Human Resource Management approach which considered workers as a valuable resource.
HRM became increasingly line management function
Linked to core business operations

7. Evolution of HRM

8. Roots of HRM – 250 AD
World’s first management book – ARTHASHASTRA covered 3 areas
Public Policy
Administration & Utilization of People
Taxation and Accounting

9. Core HR Functions Recruitment and selection Induction
Training and development
Performance related salaries and appraisals.
Employee Engagement and Motivation
Compensation
Human Resource Development
Career Planning
Employee Welfare
Strategic Human Resource Management

10. Strategic Human Resource Management Approach
Aligning individual goals and objectives with corporate goals and objectives.
Focuses on actions that differentiate the organization from its competitors

13. Slide Title Product A Product B Feature 1 Feature 2 Feature 3