Evolution of HRM: Past to Present

undefined
 
 
Dr. Prakash R. Rodiya
 
Asst. Prof. Dept. of Commerce
What is HRM?
 
HRM
Practices involved -acquisition, development, motivation and
maintenance of HR.
It is Management of HR –
to bring Organization and HR together
It means to develop  manpower and use suitable methods
Methods as training, promotions, transfers and opportunities
for career development.
 
HRD 
program create a team of well-trained, efficient and
capable managers
HRM is future oriented practice.
To Maximize performance of employees
 
HRM
 
The term 
“Human Resource Management” 
was
developed from the term 
“Personnel Management”.
 
HRM
 
ORIGIN OF HRM
 
ORIGIN OF HRM
Its origin is dated back to 1800 B.C.,
     
wage and incentive plans
 I
st
 management book “Arthasastra” - Kautilya, - in 400
B.C. 
codified many aspects of HR practices in ancient
India.
 
HISTORY OF HRM
Recent term
Came into use in early seventies
Prof. Len Nadler applied HRD in 1968 in the George
   Washington University, Washington DC.
 
In 1969 it was used in 
Miami
 at the American
  society-
Training and development through
   conference.
 In 1970’s it was gained more acceptance in
worlds over
 
HRM IN INDIA
 
HRM IN INDIA
Larsen and Toubro- HRD 1975 private sector
   Company- 
assist growth of employees- specially
   people at the lower levels.
In public sector Government Company- BHEL-1980.
HRM Developed -UK and USA- world recognition.
 
Governmental interventions and compulsions.
Practical and a elastic approach.
 
HRM IN INDIA
 
1920 to 1930
 
Worker welfare
 
1930-1950
-
Royal commission on labour suggested to appointment
of labour officer
 
 
1950-1960
Maintain discipline
 Break-up the leadership
 Trade unions
Handle recruitment and termination
  Keep form of labour welfare.
 
1960-1970
Rise of the public sector
Labour welfare
Participative management
Industrial harmony
Impact of Westernization
 
1970-1980
 
People management
Personnel officers
 Establishment officers
 
1970-1980
Birth of worker training institute
Focus on 
Attitude development
1980-1990
HR department separated
HRD and personnel function clubbed together
 
1990-2000
Impact of LPG policy on HRM
HRM as strategy
Motivation and stress management for  change
Focus on organization objectives
Industrial relations training and development
 
Information and Communication system
 
2000-2010
Selective management
Corporate strategy
Team formulation and strategy implementation
 
2010-2017
Skill Development- Globalise employees
Skills for employment generation
Skills for advancement of HR and nation
These concept get boost……..
 
 
 
Continuous changes in 
technology, economic, social
and emotional understandings and structures 
have great
influence on Human Resources management.
  
2018 and onwards 
……
 
           2018-2025
 RECENT TRENDS IN HRM
HR Skill development strategy
Focus on technology driven change
To find people
   
To connect people
To engage people 
 
  
To replace people
Globalization- 
Infosys started to appoint Chinese UG, PG and
    
training at Mysore
 
 
Work-force Diversity
Similarities and differences - age, cultural background race,
religion, gender
Workforce composition
Family friendly organization
Participative approach-work better
Big challenge –opportunities
 
Technology as a tool to help with day-to-day tasks
Technology as a way of life in the workplace
Talent pools 
can now be identified simply by
searching hash-tags
(Message on specific topic
Twitter, Integral, Pinterest)
Hiring
 & 
Firing
 
Up-skill– 
Re-Skill
---Up-Skill
Online Learning-
On the Job off the job training
HR Chat-bots 
!- 
To help HR and employees
Chatter-bot-
Artificial Conversation 
by internet, like tennis
Talk-reply, Talk-reply……….
Flexible work arrangements
Employee Experience
Develop Global Leaders
-in past global leaders developed and
    
created history
 
Community Focus- 
making the world more sustainable
Artificial Intelligence (AI) in HR
Robot to perform task-computer control-requires human
intelligence-visual perception, speech recognition,
decision making, translation
Review culture and continuous feedback
Brand HR-
Research and Innovation, multitalented HR
Use social media channel for HR
Mobile recruitment-
India worlds IInd highest Mobile
                     phone user nation
 
Goodbyes to paper work
Priority to employee satisfaction
Digitized rewards and recognition
Learning Management Systems (LMS)
for skill development
 
 
 
 
 
Part-time employment-
USA 40%-
other advanced nations
Contingent workforce management
Online skill assessments System
To Develop Fitness and wellness Apps for HR- 
Dietary counseling,
yoga, meditation, education , training ,work and life
………..
Workforce Expectations-
Turnover
 
Management
-strategy
 
 
Decentralize operations
Self management
Team work- Virtual teams
Geographically distributed team-use of tech. for communication-FAX, E-mail, Video conf.
Business Strategy- High Quality Standards, TQM,
Six sigma
 
Global Reengineering of employees 
Training in Abroad,
     
multitalented employees
Human resource outsourcing (HRO)- 
external supplier
Work life balance 
– Develop healthy employees
Happy family-
happy work force
E-recruitment
-Face book, Twitter, What's App,
 
PROBLEMS- HR PRACTICES IN INDIA
Low motivation
No Recommendations
No proper performance appraisal
Promotion based on seniority-
than talent Skill,
      
abilities
No proper training-
Traditional
  methods
    
Class room Training
 
Corrupt practices in HR Planning
Caste biased system
Poor decision making
Poor objectives
Low focus on skill development
Lack of strategically advancement of HR
 
PROBLEMS- HR PRACTICES IN INDIA
 
CONCLUSION
Globalization
HR professionals started focusing on HRD
More emphasis on harmonious balance
Application of E-technologies
Emphasis on AI
 
 
HRD focal point
HR as a asset
HR advancement strategy
Brand HR
 
BIBLIOGRAPHY
 
http://www.whatishumanresource.com/the-historical-
background-of-human- resource-management.
 
http://shodhganga.inflibnet.ac.in/bitstream/10603/11268/1
1/11_chapter%202.pdf
 
https://www.thecho.in/files/Jyotsnali-Chetia.pdf
 
https://www.scribd.com/presentation/34490380/history-
of-hrm
 
 
http://kalyan-city.blogspot.in/2009/12/human-resource-
management-human.html
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Explore the evolution and practices of Human Resource Management (HRM) from its historical origins in ancient India to its current role in shaping modern organizations. Understand the significance of HRM in enhancing employee performance and learn about key concepts such as HR development programs, acquisition, development, motivation, and maintenance of human resources.


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  1. Recent Trends and Practices

  2. Dr. Dr. Prakash Prakash R. R. Rodiya Rodiya Asst. Prof. Dept. of Commerce Rajarshi Shahu Mahavidyalaya, Latur (Autonomous)

  3. What is HRM? What is HRM?

  4. HRM Practices involved -acquisition, development, motivation and maintenance of HR. It is Management of HR to bring Organization and HR together It means to develop manpower and use suitable methods Methods as training, promotions, transfers and opportunities for career development.

  5. HRM HRD program create a team of well-trained, efficient and capable managers HRM is future oriented practice. To Maximize performance of employees

  6. HRM The term Human Resource Management was developed from the term PersonnelManagement .

  7. ORIGIN OF HRM

  8. ORIGIN OF HRM Its origin is dated back to 1800 B.C., wage and incentive plans Istmanagement book Arthasastra - Kautilya, - in 400 B.C. codified many aspects of HR practices in ancient India.

  9. HISTORY OF HRM Recent term Came into use in early seventies Prof. Len Nadler applied HRD in 1968 in the George Washington University, Washington DC.

  10. In 1969 it was used in Miami at the American society-Training and development through conference. In 1970 s it was gained more acceptance in worlds over

  11. HRM IN INDIA

  12. HRM IN INDIA Larsen and Toubro- HRD 1975 private sector Company- assist growth of employees- specially people at the lower levels. In public sector Government Company- BHEL-1980. HRM Developed -UK and USA- world recognition.

  13. HRM IN INDIA Governmental interventions and compulsions. Practical and a elastic approach.

  14. 1920 to 1930 Worker welfare 1930-1950 - Royal commission on labour suggested to appointment of labour officer

  15. 1950-1960 Maintain discipline Break-up the leadership Trade unions Handle recruitment and termination Keep form of labour welfare.

  16. 1960-1970 Rise of the public sector Labour welfare Participative management Industrial harmony Impact of Westernization

  17. 1970-1980 People management Personnel officers Establishment officers

  18. 1970-1980 Birth of worker training institute Focus on Attitude development 1980-1990 HR department separated HRD and personnel function clubbed together

  19. 1990-2000 Impact of LPG policy on HRM HRM as strategy Motivation and stress management for change Focus on organization objectives Industrial relations training and development Information and Communication system

  20. 2000-2010 Selective management Corporate strategy Team formulation and strategy implementation

  21. 2010-2017 Skill Development- Globalise employees Skills for employment generation Skills for advancement of HR and nation These concept get boost ..

  22. Continuous changes in technology, economic, social and emotional understandings and structures have great influence on Human Resources management. 2018 and onwards

  23. 2018-2025 RECENT TRENDS IN HRM HR Skill development strategy Focus on technology driven change To find people To connect people To engage people To replace people Globalization- Infosys started to appoint Chinese UG, PG and training at Mysore

  24. Work-force Diversity Similarities and differences - age, cultural background race, religion, gender Workforce composition Family friendly organization Participative approach-work better Big challenge opportunities

  25. Technology as a tool to help with day-to-day tasks Technology as a way of life in the workplace Talent pools can now be identified simply by searching hash-tags (Message on specific topic Twitter, Integral, Pinterest) Hiring Hiring & & Firing Firing

  26. Up-skill Re-Skill---Up-Skill Online Learning-On the Job off the job training HR Chat-bots !- To help HR and employees Chatter-bot-Artificial Conversation by internet, like tennis Talk-reply, Talk-reply . Flexible work arrangements Employee Experience Develop Global Leaders-in past global leaders developed and created history

  27. Community Focus- making the world more sustainable Artificial Intelligence (AI) in HR Robot to perform task-computer control-requires human intelligence-visual perception, speech recognition, decision making, translation Review culture and continuous feedback Brand HR-Research and Innovation, multitalented HR Use social media channel for HR Mobile recruitment-India worlds IInd highest Mobile phone user nation

  28. Goodbyes to paper work Priority to employee satisfaction Digitized rewards and recognition Learning Management Systems (LMS) for skill development

  29. Part-time employment-USA 40%-other advanced nations Contingent workforce management Online skill assessments System To Develop Fitness and wellness Apps for HR- Dietary counseling, yoga, meditation, education , training ,work and life .. Workforce Expectations-Turnover Management-strategy

  30. Decentralize operations Self management Team work- Virtual teams Geographically distributed team-use of tech. for communication-FAX, E-mail, Video conf. Business Strategy- High Quality Standards, TQM, Six sigma

  31. Global Reengineering of employees Training in Abroad, multitalented employees Human resource outsourcing (HRO)- external supplier Work life balance Develop healthy employees Happy family-happy work force E-recruitment-Face book, Twitter, What's App,

  32. PROBLEMS- HR PRACTICES IN INDIA Low motivation No Recommendations No proper performance appraisal Promotion based on seniority-than talent Skill, No proper training-Traditional methods Class room Training abilities

  33. PROBLEMS- HR PRACTICES IN INDIA Corrupt practices in HR Planning Caste biased system Poor decision making Poor objectives Low focus on skill development Lack of strategically advancement of HR

  34. CONCLUSION Globalization HR professionals started focusing on HRD More emphasis on harmonious balance Application of E-technologies Emphasis on AI

  35. HRD focal point HR as a asset HR advancement strategy Brand HR

  36. BIBLIOGRAPHY http://www.whatishumanresource.com/the-historical- background-of-human- resource-management. http://shodhganga.inflibnet.ac.in/bitstream/10603/11268/1 1/11_chapter%202.pdf https://www.thecho.in/files/Jyotsnali-Chetia.pdf https://www.scribd.com/presentation/34490380/history- of-hrm http://kalyan-city.blogspot.in/2009/12/human-resource- management-human.html

  37. Thank You ! Thank You !

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