The document outlines the evolution of human resource management through various eras including the trade union movement, social responsibility, scientific management, and the human relations approach. Key features discussed include the role of trade unions in safeguarding workers' interests, the principles of scientific management aimed at enhancing worker efficiency, and the motivation of workers through job security and involvement. Additionally, the contingency approach is emphasized, highlighting the need for managers to tailor their strategies to the unique circumstances of each situation.

1. EVOLUTION OF HUMAN RESOURCE MANAGEMENT

2. Trade union
movement
era
Scientific
management
Social
responsibility
era
Contingency
approach

3. Trade union movement era
Trade union working for the progress of the employees
Safeguarding the interest of the workers
Securing facilities for workers
Secure power to influence management
1

4. Trade union movement era
Establishing contact between the worker and the employers
Provision of labor welfare
2

5. Social responsibility era
Provision for reduced working hours
Housing facilities
Education of workers and their children
Giving human treatment to workers

6. Scientific principles of
management
science, not rule of thumb
Harmony, not discord
Co-operation, not individualism
Development of workers to their greatest efficiency and
prosperity
4

7. Scientific management
Functional foremanship
Planning department
Operational department
Standardization and simplification of work
Fatigue study
Method study
Time study
Motion study
Differential piece wage system
Mental revolution

8. Human Relations Approach
Physical environment should be good
Favorable attitude of workers and work team toward their work
Fulfillment of workers social and psychological need
6

9. Human Relations Approach
Workers can be motivated through job security, right to express
their opinion on matter related to them
If management pays attention to these, worker productivity will
increase!
7

10. Mcgregor’s Theory X and
Theory Y
I. postulates the negatives about
human nature
II. Dislike work or avoid work
III. Feel punished
They avoid responsibility
I. postulates the positive about
human nature
II. Committed toward goal
III. Willing to take responsibility
IV. Ability to make good decision
Theory X Theory Y

11. Contingency approach
Theory is practical and it is equal important for every
organization
Theory doesn’t believe in ‘one best way’ so many methods
and principles may be used in
9

12. Contingency approach
Every situation is unique so manger has to be able to
analyze each and every situation individually
Contingency theory is designed to provide the manager with
the capability to examine numerous possible solutions to a
problem
10

13. Bibliograph
y
https://www.slideshare
www.yourarticlelibrary.com

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