History to Hrm

growing of HRM History MANAGEMENT MAN MANAGEMENT Approaches residue in force play focus and HR EXAMPLES OF MANAGEMENT PRACTICES TROUGHTOUT HISTORY antique Medieval Modern History Of HRM Industrial Revolution Advantages and Disadvantages Trade confederation Era World War and Post World War neighborly Responsibility Paternalistic Approach Scientific caution F. W Taylor enthalpy Fayol History Of HRM Industrial Psychology sympathetic Factor sympathetic Relations, Hawthorne Experiments behavioural Sciences Motivation Satisfaction Modern vigilance solicitude By Objectives system Development It all began with, grapheme of power manager being clerk Managing Dues Record Keeper Managing Time Keeping Channel of Communication amidst Employees + Management, Recruitment & Selection Industrial Relations Union Labour Laws Eg. Min. Wages, PF, ESIC Laws benefit Officer Recreation Training & Development Phases of gentlemans gentleman pick Manageme nt AND TODAY Organization Development Strategic Partner Human uppercase ManagementIt is a Profession Rising Prominence of the Human Resource Management Emphasis on quality Impact of technology Liberalization 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 knowledge Technology Approaches towards Human Beings Mechanical approach commodity approach or factor of production concept up to 1920. Paternalistic Approach from 1920 trough great depressions died during the Great Depressions of 1930s. Approaches towards Human Beings Social System or humane 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 Pragmatism of capitalists 1940s 50s Technical, legalistic 1970s 80s Professional, legalistic, impersonal nineties PhilosophicalDIFFERENCE BETWEEN HRM/ HRD/ PRESONNEL LETS DISCUSS HRM AND PERSONNEL MANAGEMENT ARE THE SAME any(prenominal)what experts assert that there is no difference between human resourcefulnesss and personnel steering They state that management. the two terms can be use interchangeably, with no difference in meaning. In fact, the terms be a great deal use interchangeably in help-wanted ads and hypothesise descriptions descriptions. When looking for a job in personnel management or human resources, it is important to get in that many companies use the terms interchangeably If you are offered interchangeably. job as a personnel manager, you may be required to perform the selfsame(prenominal) duties as a human resource manager, and vice versa. In some companies, a distinction is made, but the differenc e is very subtle. Personnel vs. Human Resource Management Human Personnel Resource Management Management Personnel means persons employed. PM is the management of peck employed. HRM is the management of employees skills, knowledge, abilities, talents, aptitudes, originative abilities etc. Employee is inured not Employee is treated as only as economic man an economic man as his but likewise as social and services are exchanged psychological man. thusly 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 peckerwood or a resource. quipment, which can be purchased or used. Employees are treated Employees are treated as a profit centre and as cost centre and therefor e, invests capital therefore management for human resource controls the cost of explicatement 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 reactive Personnel function is treated as only an auxiliary. HR, is liable for managing a workforce as wiz 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 lively roles to ensure conti nuity and effective organizational performance. Note that some people distinguish a difference between between 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 organized into sizeable organizations, eg, should HR be in the Organization Development department or the other way around? ? The HRM function and HRD profession have undergone formidable 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 flip 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 & Careers in HRM HR Specialist HR music director HR Executive