EVOLUTION OF HUMAN RESOURCE MANAGEMENT 2

◦EVOLUTION OF HUMAN RESOURCE MANAGEMENT 2
HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT

◦     SCIENTIFIC MANAGEMENT

◦     MODERN PERSONNEL MANAGEMENT IS DESCRIBED AS A CHILD OF SCIENTIFIC MANAGEMENT. THE SCIENTIFIC MANAGEMENT MOVEMENT STARTED IN THE U.S.A AROUND 1900 AS A RESULT OF EFFORTS PF F.W. TAYLOR( FATHER OF SCIENTIFIC MANAGEMENT)

◦     TAYLOR’S CONTRIBUTION HAS TWO DIMENSIONS :

1.     MECHANICAL :INTRODUCED TIME AND MOTION STUDY,STANDARDIZATION OF TOOLS,METHODS AND WORKING CONDITIONS,DIFFERENTIAL PIECE RATE OF SYSTEMS

2.     PHILOSOPHICAL:HE TRIED TO DEVELOP THE SCIENCE OF MANAGEMENT BASED ON SCIENTIFIC INVESTIGATION AND EXPERIMENTS

◦     PRINCIPLES OF THE SCIENTIFIC MANAGEMENT

1.     REPLACEMENT OF RULE OF THUMB METHOD

2.     SCIENTIFIC SELECTION AND TRAINING OF WORKERS

3.     CO-OPERATION BETWEEN LABOUR AND MANAGEMENT

4.     MAXIMUM OUTPUT

5.     EQUAL DIVISION OF  RESPONSIBILITY

MENTAL REVOLUTION:- THE BASIC IDEA  BEHIND THE PRINCIPLES OF SCIENTIFIC MANAGEMENT IS TO CHANGE THE MENTAL ATTITUDES OF THE WORKERS AND THE MANAGEMENT TOWARDS EACH OTHER.

THREE ASPECTS OF MENTAL REVOLUTION:-

1.     ALL OUT EFFORTS  FOR INCREASING THE OUTPUTS. FIND THE BEST METHODS AND USE STANDARDIZED MATERIALS,TOOLS AND EQUIPMENT TO CONTROL WASTAGE

2.     CREATION OF SPIRIT OF MUTUAL TRUST AND CONFIDENCE

3.     INCULCATING AND DEVELOPING THE SCIENTIFIC ATTITUDE TOWARDS PROBLEMS

◦     TECHNIQUES OF SCIENTIFIC MANAGEMENT

1. SCIENTIFIC TASK SETTING ACCORDING TO AVERAGE WORKER. CALLED IT FAIR DAY’S WORK
2. WORK STUDY:-

1. METHOD STUDY
2. MOTION STUDY
3. TIME STUDY
4. FATIGUE STUDY

3. PLANNING THE TASK
4. STANDARDIZATION
5. SCIENTIFIC SELECTION AND TRAINING
6. DIFFERENTIAL PIECE WAGE SYSTEM
7. SPECIALIZATION

◦     CRITICISM

i.        TREATMENT OF WORKERS LIKE MACHINES

ii.        BOREDOM AND MONOTONY DUE TO DIVISION OF LABOUR

iii.        EXPLOITATION OF WORKERS

iv.        TRIED TO WEAKEN THE UNION MOVEMENT

v.        OTHER MANAGEMENT THINKERS

◦     FRANK B AND LILLIAN M .GILBRETH:-INVENTED MANY TECHNIQUES. THEY ALSO GAVE RECOGNITION OF PSYCHOLOGICAL FACTORS AND ITS SIGNIFICANCE TO WORKER’S PRODUCTIVITY. THEY WERE THE FIRST TO USE MOTION PICTURE FORMS TO ANALYSED MOTION SEQUENCE. THEY PUT STRESS ON  UNDERSTANDING THE WORKER’S PERSONALITIES AND NEED BEFORE APPLYING SCIENTIFIC MANAGEMENT PRINCIPLES .THEY CONCLUDED THAT WORKERS’ MONOTONY IS DUE TO LACK OF INTEREST OF MANAGEMENT IN WORKERS

◦     HENRI. L GANTT: GANTT GAVE HUMANISTIC TOUCH TO MANAGEMENT AS HE WAS DEEPLY CONCERNED WITH THE MAN BEHIND THE MACHINES. LIKE TAYLOR HE ALSO SUPPORTED THE NEED FOR DEVELOPING A MUTUALITY OF INTEREST BETWEEN MANAGEMENT AND LABOUR. HE DIFFERED FROM TAYLOR AS HE WAS HAVING SYMPATHY FOR UNDERPRIVILEGED. GANTT MODIFIED THE TAYLOR’S DIFFERENTIAL WAGE SYSTEM AND BROUGHT TASK AND BONUS WAGE SYSTEM.HE GUARANTEED MINIMUM WAGES AND REWARD TO EFFCIENT WORKERS

◦     INDUSTRIAL PSYCHOLOGY

i.        OWES A GREAT DEAL TO HUGO MUNSTERBERG. HE IS REGARDED AS THE FATHER OF INDUSTRIAL PSYCHOLOGY

ii.        BOOK,” PSYCHOLOGY AND INDUSTRIAL EFFICIENCY(1913)

iii.        HE EMPHASIZED THE USE OF PSYCHOLOGY IN THE FIELD OF PERSONNEL TESTING,INTERVIEWING,ATTITUDE MEASUREMENT,LEARNING THEORY,TRAINING,MONOTONY STUDY,JOB ANALYSIS,SAFETY AND HUMAN ENGINEERING.

iv.        POFFENHERGER,BUTT,HEPNER AND MUNSTERBERG ALSO CONTRIBUTED

v.        HE INTRODUCED JOB ANALYSIS IN TERMS OF MENTAL AND EMOTIONAL REQUIREMENTS OF THE JOB

vi.        PERSONNEL MANAGEMENT GREW IN 1920 IN USA

◦     HUMAN RELATION MOVEMENT

◦     USING THE TECHNIQUES DEVELOPED BY PSYCHOLOGISTS,GEORGE ELTON MAYO(A PSYCHOLOGIST) AND FRITZ,ROETHILISBERGER ( SOCIOLIGIST) AND WILLIAM J DICKENSON CONDUCTED SOME EXPERIMENTS KNOWN AS HAW THORN EXPERIMENTS

◦      DURING 1930, THE TREND BEGAN WHICH COULD PHRASED AS BEING NICE TO PEOPLE AND IT WAS KNOWN AS THE HUMAN RELATION MOVEMENT

◦     IMPLICATION OF HAW THRONE EXPERIMENTS:-

i.        THE AMOUNT OF WORK TO BE DONE BY THE WORKERS IS NOT DETERMINED BY HIS PHYSICAL CAPACITY BUT BY THE SOCIAL NORMS

ii.        SIGNIFICANT ROLE OF NON ECONOMIC REWARDS AND SANCTIONS

iii.        GENERALLY WORKERS DO NOT ACT OR REACT AS INDIVIDUALS BUT AS MEMBERS OF THE GROUP

iv.        INFORMAL LEADERS PLAY AN IMPORTANT PART IN SETTING AND ENFORCING GORP NORMS.

◦     BOOKS BY ELTON MAYO

i.        THE INDUSTRIAL CIVILIZATION(1933)

ii.        THE SOCIAL PROBLEMS OF INDUSTRIAL CIVILIZATION(1949)

HE CONCLUDED THAT WORKER’S PRODUCTIVITY I INFLUENCED BY MANY FACTORS:-

i.        CHANGING WORKING HOUR OR REST PAUSES

ii.        LESS RESTRICTIVE METHOD OF SUPERVISION

iii.        AUTONOMY TO WORKERS

iv.        ALLOWING TO FORM SMALL COHESIVE GROUPS OF WORKERS

◦     BEHAVIOR SCIENCE

i.        BY THE END OF 1940,S HUMAN RELATION APPROACH LED TO THE FORMATION OF NEW DISCIPLINE BEHAVIOR  SCIENCE

ii.        THE BEHAVIORAL SCIENCE APPROACH BEARS TO THE EXISTING AND NEWLY DEVELOPED THEORIES METHODS AND TECHNIQUES OF THE RELEVANT SOCIAL SCIENCES SUCH AS PSYCHOLOGY,SOCIOLOGY,SOCIAL PSYCHOLOGY AND ANTHROPOLOGY.

iii.        GRANTT AND MUNSTERBERG WERE PIONEER OF THIS

iv.        THE STUDY OF MANAGEMENT MUST BE CENTERED AROUND PEOPLE. THEY HIGHLIGHTED MOTIVATION,INDIVIDUAL DRIVES,INTERPERSONAL RELATIONS,LEADERSHIP,GROUP DYNAMICS.

v.        A KEY FEATURE IS THE PRODUCTIVITY IS DIRECTLY RELATED TO WORKER’S INDIVIDUAL AND GROUP FEELING OF MORALE,MOTIVATION AND SATISFACTION

vi.        PROVIDED MANAGERS WITH A SYSTEMATIC UNDERSTANDING OF ONE OF MOST SIGNIFICANT FACTOR I.E HUMAN ELEMENT

vii.        ENABLE ORGANIZATION TO FORMULATE PROGRAMES TO MORE EFFICIENTLY TRAIN WORKERS AND MANAGERS

viii.        MANY CURRENT STUDY IN HRM HAS THEIR ORIGIN IN BEHAVIORAL SCIENCES

ix.        TODAY THE BEHAVIORAL SCIENCES CONTINUE TO INFLUENCE ORGANIZATION THROUGH THE PRINCIPLES FORMULATED BY OB AND OD

◦ DIFFERENCE BETWEEN HUMAN RELATION APPROACH AND BEHAVIORAL SCIENCE APPROACH

◦     HUMAN RELATION APPROACH

i.        LAID STRESS ON INDIVIDUAL,HIS NEEDS AND BEHAVIOR

ii.        FOCUSED ON INTER PERSONAL RELATIONSHIP

iii.        WAS BASED ON THE HAWTHORNE EXPERIMENTS AND SO SCOPE IS LIMITED

iv.        PUT EMPHASIS ON MOTIVATION,JOB,SATISFACTION AND MORALE

◦     BEHAVIOURAL SCIENCES APPROACH

i.        STRESSED UPON GROUPS AND GROUP BEHAVIOR

ii.        IT FOCUSED ON GROUP RELATIONSHIPS

iii.        REFINED THE HUMAN RELATION APPROACH

iv.        IT STUDIED GROUP DYNAMICS,INFORMAL ORGANIZATION AND MOTIVATIONS