EVOLUTION OF PERSONNEL/HUMAN RESOURCE MANAGEMENT 3

Ø  EVOLUTION OF PERSONNEL/HUMAN RESOURCE MANAGEMENT 3

HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT

Ø  MODERN PERSPECTIVE OF PERSONNEL MANAGEMENT

1. IN USA AND UK THE GROWTH OF PERSONNEL MANAGEMENT DUE TO VOLUNTARY EFFORTS
2. BUT IN INDIA IT GREW OF THE REGULATIONS  AND COMPULSIONS MADE BY THE GOVERNMENT
3. IN 1931,ROYAL COMMISSION ON LABOUR SUGGESTED TO REMOVAL OF JOBBER SYSTEM AND APPOINTMENT OF THE LABOUR OFFICERS
4. 1948 THE FACTORIES ACT MADE IT OBLIGATORY FOR CERTAIN INDUSTRIAL ENTERPRISE TO APPOINT WELFARE OFFICERS
5. THE SCOPE IS WIDENED AND DEVELOPMENT OF NEW TECHNIQUES AND STYLES OF MANAGEMENT
6. THE TASK OF PERSONNEL MANAGER IS NOT CONFINED ONLY TO THE RECRUITMENT OF THE WORKERS BUT ALSO TO THEIR DEVELOPMENT,COMPENSATION,APPRAISAL,WELFARE AND HANDLING OF THEIR GRIEVANCES

Ø  MODERN PERSPECTIVES OF PERSONNEL MANAGEMENT

• IN ORDER TO MEET THE GROWING NEEDS OF PERSONNEL , VARIOUS MGMT INSTITUTES,UNIVERSITIES AND OTHER BODIES HAVE STARTED TRAINING AND DEVELOPMENT PROGRAMMES
• ALSO NEEDED BY NON PROFIT ORGANIZATIONS,GOVERNMENT ORGANIZATIONS ALSO
• FIELD OF PERSONNEL MANAGEMENT IN INDIA
• THREE BRANCHES

1. PERSONNEL ADMINISTRATION:-DEALS WITH ADMINISTRATIVE ASPECTS OF PERSONNEL FUNCTION SUCH AS RECRUITMENT,SELECTION,PLACEMENT,PROMOTION TRANSFER,WAGES AND SALARY(PERSONNEL OFFICERS)
2. INDUSTRIAL RELATION:-DEALS WITH EMPLOYEE AND EMPLOYER RELATIONSHIP,NEGOTIATIONS AND COLLECTIVE BARGAINING,SETTLEMENT OF GRIEVANCES,JOINT CONSULTATION (LABOUR OFFICERS)
3. LABOUR WELFARE:-SEEKS TO IMPROVE THE WORKING AND LIVING CONDITIONS OF THE EMPLOYEE BY THE PROVISIONS OF FACILITIES SUCH AS CRECHES,HOUSING,RECREATIONS,EDUCATION ETC

Ø  FROM PERSONNEL TO HUMAN RESOURCE DEVELOPMENT

• THE FACTOR OF PRODUCTION CONCEPT( MECHANISTIC APPROACH)

1. THE INDUSTRY REVOLUTION IN ENGLAND GAVE RISE TO FACTORY SYSTEM WHICH NECESSITATED TO HIRING THE WORKERS AT FIXED WAGES
2. WORKERS WERE TREATED AS COMMODITIES
3. EMPLOYEES WERE CONSIDERED AS FACTOR OF PRODUCTION AND
4. TAYLOR;S SCIENTIFIC MGMT PRINCIPLES WERE APPLIED TO MAXIMIZE THE PRODUCTION.IT WAS IMPROVEMENT OVER THE COMMODITY CONCEPT
5. PERSONNEL MANAGEMENT WAS CONSIDERED TO BE KEEPING RECORD OF PRODUCTION,EMPLOYMENT,WAGES PAYMENTS,TRAINING ETC

Ø  THE PATERNALIST APPROACH

1. DUE TO GROWTH OF TRADE UNIONSIM AND INCREASING FAITH OF MASSES,SOME EMPLOYEE TOOK THE ROLE OF PATERNILISTIC EMPLOYERS
2. FATERLY AND PROTECTIVE ROLE
3. VARIOUS SCHEMES FOR MAINTENACE OF HEALTH AND WELFARE OF WORKERS. LIKE HOUSING FACILITIES,MEDICAL FACILITIES,RECREATION FACILITY,WORKER’S EDUCATION AND PENSION SCHEME ETC
4. WELFARE OFFICERS WERE APPOINTED

Ø  THE HUMANISTIC CONCEPT( SOCIAL SYSTEM APPROACH)

1. 1920 AND 1930 THE INDUSTRIAL PSYCHOLOGISTS AND HUMAN RELATIONS ACTIVISTS ADVOCATED THE ADOPTION OF HUMANISTIC APPROACH
2. WORKERS SHOULD BE TREATED AS HUMAN BEING
3. RESPONSIBILITY OF THE EMPLOYER TO PROVIDE SOCIAL AND PSYCHOLOGICAL SATISFACTION TO THE WORKERS
4. THE HUMAN RESOURCE CONCEPT
5. IN 1950 THE EMERGENCE OF BEHAVIOR SCIENCE APPROACH LED TO APPLICATIONS OF BEHAVIORAL SCIENCE

1. MOTIVATION,LEADERSHIP,GROUP DYNAMICS,ORGANIZATION CLIMATE,ORGANIZATION CONFLICT BECAME POPULAR CONCEPTS
2. EMPLOYEES TO BE VALUABLE ASSETS
3. EFFORTS TO INTEGRATION OF EMPLOYEE WITH THE ORGANIZATION GOALS
4. FOCUS WAS SHIFTED TO TWO WAY COMMUNICATION,MANAGEMENT BY OBJECTIVES,EMPLOYEE-CENTERED LEADERSHIP AND QUALITY CIRCLES

Ø  THE PARTNERSHIP CONCEPT

1. MODERN TREND IS TO VIEW EMPLOYEES AS PARTNERS IN THE INDUSTRY
2. MORE FOCUS ON WORKERS PARTICIPATION
3. STOCK OPTIONS SCHEMES BY MANY COMPANIES
4. EMPLOYEES ARE TREATED AS VALUABLE RESOURCES
5. HUMAN RESOURCE DEVELOPMENT HAS BECOME A CATCH WORD

Ø  THE HRD CONCEPT

1.     INCREASING REALIZATION THAT THE ORGANIZATION’S GROWTH AND SUCCESS DEPENDS UPON THE SYNERGY CREATED BY HUMAN RESOURCES

2.     APPROPRIATE WORK CULTURE

3.     HUMAN RESOURCE DEVELOPMENT IS SAID TO BE THE CORE OF LARGE SYSTEM KNOWN AS HUMAN RESOURCE SYSTEM

4.     THE TERM HRD MEANS THOSE LEARNING EXPERIENCES WHICH ARE DESIGNED TO DEVELOP COMPETENCIES AND BRING ABOUT BEHAVIORAL CHANGES AMONG THE HUMAN RESOURCES.

5.     IN LARGE PROFESSIONALLY MANGED COMPANIES HRD FUNCTIONS ARE INCREASINGLY MANAGED BY SPECIALSIT MANAGERS IN SEPARATE HR DEPARTMENTS

Ø  EVOLUTION OF PERSONNEL MANAGEMENT IN INDIA

1. EVOLVED AFTER HE FIRST WORLD WAR
2. THE CALICO MILLS AHMADABAD PROVIDED A CRECHE FOR THE CHILDREN OF WORKERS ALONG WITH A DOCTOR AND NURSE
3. TATAS IN BOMBAY APPOINTED A MEDICAL OFFICER IN 1918
4. MILLS OWNERS’S ASSOCIATION BOMBAY APPOINTED THE FIRST LABOUR OFFICER
5. PERSONNEL MANAGEMENT HAS BEGINNING IN THE COTTON TEXTILE MILLS
6. THE TATA IRON AND STEEL COMPANY APPOINTED FIRST LABOUR OFFICER IN 1937
7. IN 1931,THE ROYAL COMMISSION ON LABOUR STRONGLY RECOMMENDED THE APPOINTMENT OF A LABOUR OFFICER IN EVERY FACTORY

8. THE FACTORY ACT WAS ENACTED IN 1948,THE PLANTATION LABOUR ACT IN 1951 AND THE MINES ACT IN 1952
9. IN MAJORITY OF THE LARGE ORGANIZATION PERSONNEL MANAGEMENT HAS BEEN IMPOSED BY THE LEGISLATIVE ACTION.
10. PERSONNEL MANAGEMENT DEVELOPED FAST DURING THE 1960 AS TO ACCEPT PERSONNEL MANAGEMENT AS AN ESSENTIAL ELEMENT OF GOOD MANAGEMENT.