HRM involves acquiring, developing, motivating, and maintaining human resources to align an organization's goals and strategies with its workforce. It is a future-oriented practice aimed at maximizing employee performance through methods like training, career development opportunities, and promotions. The term HRM evolved from personnel management to reflect a more strategic focus on integrating HR practices with business objectives. In recent decades, trends in HRM include a greater emphasis on skill development, technology-driven change, workforce diversity, and a more participative approach.

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

6. The term “Human Resource Management” was
developed from the term “Personnel Management”.
HRM

7. ORIGIN OF HRM

8. ORIGIN OF HRM
Its origin is dated back to 1800 B.C.,
wage and incentive plans
• Ist management 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
•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.

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

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

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