1) The document discusses the evolution of human resource management from the Industrial Revolution period through today. 2) It describes how HRM developed from the early stages in the 1800s-1913 when child labor was common, to gaining more focus during World War I and II, to adopting theories like Taylorism from 1945-1979. 3) Most recently, from the 1980s to present, HRM has transformed with the rise of information technology, focusing on areas like change management, motivation, and team building while also becoming more of a business partner.

1. HUMAN RESOUCRE
MANAGEMENT
BY : B.SHRADHA
121713601009
BBA-A.

3. INDUSTRIAL REVOLUTION: the transition to new
manufacturing processes in the period from about
1760 to sometime between 1820 and 1840. This
transition included going from hand production
methods to machines, new chemical
manufacturing and iron production processes, the
increasing use of steam power, the development
of machine tools and the rise of the factory system.

4. The evolution and development of HRM has
interrelationship with that of management
from centuries.

5. THE EARLY STAGES(1800’s-1913): The situation was somewhat like
– daily labourer's even children are forced to work in factories for
meagre pay and harsh working conditions.

6. THE WORLD WAR PHASE (1914-1945): During this phase
organizations had small departments, who looked after welfare and
requirements of workers.

7. POST SECOND WORLD WAR PHASE – TILL THE 1970’s(1945-1979) : This phase is
one of the major changing times. This was the time when engineering and
technology began to expand substantially, and the gradual corporate culture
began to emerge.
Taylor’s theories focused on three major aspects:
• Training for workers
• Maintaining wage uniformity
• Focus on better productivity

8. HUMAN RESOURCE MANAGEMENT 1980’s- till 1990’s:
These were the times when information technology forayed in
and the concept of multinational corporations began to grow in
leaps and bounds.
New theories and strategies began to be implemented primarily
for things like change management, motivation and towards
team building.

9. HR BUSINESS PARTNER/ HUMAN CAPITAL: EARLY 2000’s- till present:
Now, since the beginning of the 2000s, the concept of HR
transformation has been somewhat utterly drastic. However, as times
progress, experts are of the opinion that there’s a lot more to go and
do. HR transformation has still a long way to go as technology changes
at the speed of light traveling.