HRM refers to the practices involved in acquiring, developing, motivating and maintaining human resources in an organization. It aims to maximize employee performance by bringing people and organizations together. The term HRM evolved from personnel management and has its origins in ancient practices dating back to 400 BC in India. It became a distinct field of study in the 1970s and has since adapted to changes in technology, economics, and society. Current trends in HRM include a focus on skills development, using technology to engage and connect remote employees, promoting diversity and work-life balance, and leveraging data and artificial intelligence to improve HR processes. However, HRM in India still faces challenges like low motivation, nepotism, and

3. Dr. Prakash R. Rodiya
Asst. Prof. Dept. of Commerce

4. What is HRM?

5. 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.

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

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

8. ORIGIN OF HRM

9. 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.

10. 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.

11. •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

12. HRM IN INDIA

13. 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.

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

16. 1920 to 1930
•Worker welfare
1930-1950
-
•Royal commission on labour suggested to appointment
of labour officer

17. 1950-1960
•Maintain discipline
• Break-up the leadership
• Trade unions
•Handle recruitment and termination
• Keep form of labour welfare.

18. 1960-1970
•Rise of the public sector
•Labour welfare
•Participative management
•Industrial harmony
•Impact of Westernization

19. 1970-1980
•People management
•Personnel officers
• Establishment officers

20. 1970-1980
•Birth of worker training institute
•Focus on Attitude development
1980-1990
•HR department separated
•HRD and personnel function clubbed together

21. 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

22. 2000-2010
•Selective management
•Corporate strategy
•Team formulation and strategy implementation

23. 2010-2017
•Skill Development- Globalise employees
•Skills for employment generation
•Skills for advancement of HR and nation
•These concept get boost……..

24. Continuous changes in technology, economic, social
and emotional understandings and structures have great
influence on Human Resources management.
2018 and onwards ……

25. 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
•Globalization- Infosys started to appoint Chinese UG, PG and
training at Mysore

26. Work-force Diversity
•Similarities and differences - age, cultural background race,
religion, gender
•Workforce composition
•Family friendly organization
•Participative approach-work better
•Big challenge –opportunities

27. •Technology as a tool to help with day-to-day tasks
•Technology as a way of life in the workplace
•Talent pools can now be identified simply by
searching hash-tags
•(Message on specific topic
•Twitter, Integral, Pinterest)
•Hiring & Firing

28. •Up-skill– Re-Skill---Up-Skill
•Online Learning-On the Job off the job training
•HR Chat-bots !- To help HR and employees
Chatter-bot-Artificial Conversation by internet, like tennis
Talk-reply, Talk-reply……….
•Flexible work arrangements
•Employee Experience
•Develop Global Leaders-in past global leaders developed and
created history

30. •Community Focus- making the world more sustainable
•Artificial Intelligence (AI) in HR
Robot to perform task-computer control-requires human
intelligence-visual perception, speech recognition,
decision making, translation
•Review culture and continuous feedback
•Brand HR-Research and Innovation, multitalented HR
•Use social media channel for HR
•Mobile recruitment-India worlds IInd highest Mobile
phone user nation

31. •Goodbyes to paper work
•Priority to employee satisfaction
•Digitized rewards and recognition
•Learning Management Systems (LMS)
for skill development

32. •Part-time employment-USA 40%-other advanced nations
•Contingent workforce management
•Online skill assessments System
•To Develop Fitness and wellness Apps for HR- Dietary counseling,
yoga, meditation, education , training ,work and life………..
•Workforce Expectations-Turnover Management-strategy

33. •Decentralize operations
•Self management
•Team work- Virtual teams
Geographically distributed team-use of tech. for communication-FAX, E-mail, Video conf.
•Business Strategy- High Quality Standards, TQM,
Six sigma

34. •Global Reengineering of employees –Training in Abroad,
multitalented employees
•Human resource outsourcing (HRO)- external supplier
•Work life balance – Develop healthy employees
•Happy family-happy work force
•E-recruitment-Face book, Twitter, What's App,

35. PROBLEMS- HR PRACTICES IN INDIA
•Low motivation
•No Recommendations
•No proper performance appraisal
•Promotion based on seniority-than talent Skill,
abilities
•No proper training-Traditional methods
Class room Training

36. •Corrupt practices in HR Planning
•Caste biased system
•Poor decision making
•Poor objectives
•Low focus on skill development
•Lack of strategically advancement of HR
PROBLEMS- HR PRACTICES IN INDIA

37. CONCLUSION
•Globalization
•HR professionals started focusing on HRD
•More emphasis on harmonious balance
•Application of E-technologies
•Emphasis on AI

38. •HRD focal point
•HR as a asset
•HR advancement strategy
•Brand HR

39. BIBLIOGRAPHY
•http://www.whatishumanresource.com/the-historical-
background-of-human- resource-management.
•http://shodhganga.inflibnet.ac.in/bitstream/10603/11268/1
1/11_chapter%202.pdf
•https://www.thecho.in/files/Jyotsnali-Chetia.pdf
• https://www.scribd.com/presentation/34490380/history-
of-hrm
• http://kalyan-city.blogspot.in/2009/12/human-resource-
management-human.html