This document discusses the concept, evolution, and growth of human resource management. It defines human resource management as the planning, organizing, directing and controlling of human resources to accomplish individual, organizational and societal objectives. The document traces the evolution of different concepts in human resource management from seeing employees as a commodity to an emerging view of employees as a valuable asset and part of the organization. It also outlines the development of human resource management in India from the 1920s to the present.
4. Human resource is a term used to
describe the individuals who
comprise the workforce of an
organization.
Human resource is also the name of
the function within an organization
charged with the overall
responsibility for implementing
strategies and policies relating to
the management of individuals (i.e.
the human resources).
5. Human Resource Management may be defined as:
set of policies
practices , and
programs
6. The planning, organizing,
directing and controlling of the
procurement, development,
compensation, integration,
maintenance and reproduction
of human resources to end that
individual, organizational and
societal objectives are
accomplished” - Flippo
7. NIPM India defines “Human
Resource management is that
part of management concerned
with people at work and with
their relationships within the
organization. It seeks to bring
together men and women who
make up an enterprise, enabling
each to make his own best
contribution to its success both
as an individual and as a member
of a working group”
8. Significance for an enterprise
Professional significance
Social significance
National significance
9. The Commodity Concept
Selecting
Training
Rewarding &Maintaining
The Factor of production Concept
Taylor’s scientific management theory
11. Cont….
The Human Resource Concept
Focus on the analyzing behavior of humans
Employees are now valuable assets
The Emerging Concept
Employees are part of the organizations
12. In India concept of human resource management
started in the year 1920.
Role of Royal commission in 1931.
The Factories Act 1948 made it mandatory for
factories employing 500 or more workers to appoint
welfare officer.
During the 1960s, three major areas of practices labour
welfare, industrial relations and human resource
administrative emerged as the complimentary parts of
human resource management.
13. In the 1970s, concern for welfare shifted towards
higher efficiency.
During the 1980s due to new technology and other
environmental changes, human resource development
become a major issue.
During the 1990s role of human factor in industry has
been realized.
14. Its MR. UDAI
PAREEK who was a
professor in late
1960's at IIMA.
HRM came in India
through his efforts.
He is a world
renowned
personality
15. Larsen and Tubro is
the first company
that started concept
of HR in India.
Before that no
company in India
used to have HR
practices.
16. The legal status of HR officers requires them to work
mainly in the areas of welfare, day to day HR
administration and industrial relations.
The attitude of workers and line executives are not
favorable towards the HR officers.
HR function has failed to attract the most talented
young person.
The result of HR function cannot be measured in
concrete terms.
In India human resource development approach to HR
management has not fully developed due to
technological backwardness and for other reasons.
17. Role of various Personnel Management Institutes.
HR managers should enlarge their perception about
their role.
Candidate selected for HR jobs should be provided
formal training in reputed institute.
Job description and Job Specification for HR manager
should be written in accordance with the latest
developments in human resources and behavioral
sciences.
Efforts should be made at all levels to professionalize
HR management..
