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WELCOME U ALL.

GROUP ONE

MEMBERS
AJO ANJITHA ALIAS

HISTORY AND EVOLUTION OF HUMAN RESOURCE MANAGEMENT

SCIENTIFIC MANAGEMENT
Introduced

by Frederick. Winslow. Taylor Systematic analysis and breakdown of work into its smallest mechanical elements and rearranging them into their most efficient combination.

INDUSTRIAL REVOLUTION

Machines were brought in. Workers did small portion of the job. Workers were treated like glorified machine tools. Government did very little to protect the interests of workers.

TRADE UNIONISM

Workers joined hands to protect against the exploitative tendencies of employers and the prohibitive, unfair labor practices through unions. Unions tried to improve the lot of workers through collective bargaining, resolving the grievances of workers relating to working conditions, pay and benefits, disciplinary actions etc

HUMAN RELATIONS MOVEMENT

The human relations movement led to the wide scale implementation of behavioral science techniques in industry for the first time which included supervisory training programmes , emphasizing support and concern for workers, programmes to strengthen the bonds between labor and management and counseling programmes whereby employees were encouraged to discuss both work and personal problems with trained counselors.

HUMAN RESOURCES APPROACH

It was recognized that each employee is unique and highly complex individual with different wants needs and values. What motivates one employee may not motivate another and being happy or feeling good may have little or no impact on the productivity of certain employees. Slowly but steadily the trend towards treating employees as resources or assets emerged.

The human resource approach assumes that the job or the task it self is the primary source of satisfaction and motivation to employees the emphasis in he human resource approach is on individual involvement in the decisions made in the organization

People do not inherently dislike work The managers basic job is to use the untapped human potential The manager should create a healthy environment The managers should provide for selfdirection by the subordinates Expanding subordinates influence self direction and self control

EVOLUTION OF THE CONCEPT OF HRM


Early century gave concern for improved efficiency through design of work. Middle part emphasis shifted to availability of managerial personnel and employee prodtiy. Recent decades focused on the demand for technical personnel, government regulations for the quality of working life, total quality management.

Commodity concept

Labor regard as commodity to be bought &sold. Wages were based on demand & supply. Government have only little power to protect workers.

Factor of production concept

Labour is like other factors of production. Eg:- Money, materials, land ,etc. Workers are like machine tools.

Goodwill concept

Welfare measures like safety, first aid, lunch room, rest room. Have a positive impact on workers productivity.

Paternalistic concept

Management must assume a fatherly & protective attitude towards employees. Satisfying various needs of the employees as parents meet the requirements of the children's.

Humanitarian concept

To improve productivity, physical, social, & psychological needs of workers must be met. Money is less a factor in determining output, than group studies, group incentives & security.

Human resource concept


Employees are the most valuable assets of an organization. Should be conscious efforts to realize organizational goals by satisfying needs & aspirations of employees.

Emerging concept

Employees should be accepted as partners in the progress of a company. Should have a feeling that the organization is their own. Managers must offer better quality of working life & opportunities.

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