History of HRM
• HRM has been a concept that was utilized ever
since human beings started following an
organized way of life.
• So shall we start up with its history?
• Vital principles of HRM were used in prehistoric
• Mythological Events
• Selecting tribal leaders
• Safety, health, hunting, and gathering
Code of Hammurabi
1750 BC (Code of Hammurabi)
Promote welfare of people
Some other Ancient Instances
• In first century Ad Roman philosopher pliny warned
about the health hazards of employees handling zinc
• In 16th century- German scientist Georgious Agricola
Occupational hazards of employees and suggests
methods for improving occupational health.
• In 1700 Bernardo Ramazzini, known as the "father of
industrial medicine," published in Italy the first
comprehensive book on industrial medicine, DE
Morbis Artificum Diatriba (The Diseases of
• In 18th century Abraham Lincoln viewed all
American workers as potential
• In 19th century Abraham Lincoln viewed all
American workers as potential
• The first recorded modern case of dedicating
a separate unit or department for HRM is
from 1901 in USA.
• George Elton Mayo in Hawthrone Studies
was credited to Human Relation Movement.
Scenario in 20th Century
• The spread of multinationals and large corporations
created a highly skilled professional group of
human resource personnel.
• Universities and Business Schools started teaching
different aspects of HRM in the 1990s.
• There were many challenges faced by contemporary
• In India the first dedicated HRD department started
in 1975 at L&T. Uday Pareek and T.V Rao in 1975
outlined a philosophy for the new HRD System .
Human Resources Approach (1970s)
• Employees are assets
• Policies, programmes and practices - help in work and
• Conducive environment
HRM in today's global world
• In the present scenario the Human resource has
three primary objectives:
The role of HR Professional today is more
complex than other Roles and also more
Impactful than other Business role
The business world is changing at bullettrain speed – technology, the global economy,
increasing regulatory scrutiny, the looming
talent crisis, mental illness is dramatically
affecting the workplace.
All of the above changes gives a strong
impact on HR profession..
All of the above changes gives a strong impact
on HR profession.
The war for Talent
• The most important corporate resource over
the next 20 years will be talent: smart,
sophisticated business-people who are
technologically literate, operationally agile
• Younger workers are now bosses of the older
• You need to dig deep into the organization to
identify the top talent, the high performers in
every aspect of your business.
• Leadership skills are not built through courses.
Management is a function of what you do;
leadership is a function of what you are
• The competency requirements for successful
leadership are increasing exponentially.
• Leadership comes with empowerment –
employees can’t be leaders unless they have the
power to take risks, make decisions, innovate