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Evolution of HRM

Human resource management practices originated in India as far back as 400 BC with the writing of the book "Artasastra" which codified many HR practices. Formal HRM began in the 1920s with an emphasis on worker welfare and the appointment of labor officers. Over subsequent decades, factors like industrialization, legislation, and influence from Western management led HRM in India to evolve from focusing on discipline and records keeping, to incorporating functions like labor welfare, participative management, and industrial harmony. By the 1990s, HRM had become integrated into corporate strategy and more specialized in areas like training, development, and industrial relations.

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Harsh Anchalia
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806 views

Evolution of HRM

Human resource management practices originated in India as far back as 400 BC with the writing of the book "Artasastra" which codified many HR practices. Formal HRM began in the 1920s with an emphasis on worker welfare and the appointment of labor officers. Over subsequent decades, factors like industrialization, legislation, and influence from Western management led HRM in India to evolve from focusing on discipline and records keeping, to incorporating functions like labor welfare, participative management, and industrial harmony. By the 1990s, HRM had become integrated into corporate strategy and more specialized in areas like training, development, and industrial relations.

Uploaded by

Harsh Anchalia
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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Itsorigin is dated back to 1800 BC.

, when
wage and incentive plans were included in the
Babylonian code of Hammurabi.
The worlds first management book, titled
Artasastra written by Kautilya, in 400 BC,
codified many aspects of human resource
practices in ancient India.
HRM in India could be traced back to the
period after 1920, when emphasizes was on
worker welfare.
In 1931, the royal commission on labor
suggested the appointment of labor officer to
protect workers interests .
Appointment of labor officer
The second world war
Enactment of Industrial dispute Act
Enactment of Factories Act
1960 and after..
Immediately after independence the focus
was on four reasons :
Maintain discipline
Prevent their formation of and break-up the
leadership of trade unionism.
Handle recruitment and termination
Keep some form of attendance and personnel
records.
IN 1960S, Indian industrialization got a fillip
with the rise of the public sector. Hence 3
more functions were added i.e.,
Labor welfare
Participative management
Industrial Harmony

In this period, the human relations movement


of the west also had its impact on Indian
organization.
In 1970, the people management functions
was neatly divided into two :
Personnel officer
Establishment officers
In 1976, birth of worker training institute and
attitudinal development.
In 1985, organization shifted towards making
HR Department separately.
HRD and personnel function were clubbed
together.
In early 1990s :
HRM was seen as strategy
Motivation and stress were considered to
bring change in HRM
Focus on organization objectives
In the mid of 1990s, sub specialization like :
Industrial Relations
Training & Development
Information system
HRM is not selective management any more
It became the part of Corporate Strategy
formulation and strategy implementation
team
Late arrival of factory system
Low status of industrial worker
Professionalization of Human resource
Management
Social responsibilities of Business
Change of government attitude
Abundance of cheap labor
Weak labor movement
Highly Authoritarian culture
Technological Backwardness
Instability in Employment
Unhealthy growth of Trade unions
Migratory characteristic of Indian labor
Origin Of Human Resource Management in
India
The police Man
The Welfare Man
The law Man
The Liaison Man
The HR Man

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