Human Resource Management & Its Evolution
MBA TOPIC| #1. Meaning of Human Resource Management:
Organization is created by
individuals and organizations work with the help of individuals. There is no
existence of organization without individuals. Human currency, goods, machines,
etc. are collected and used by human resources. Hence human resources are very
important for an organization.(MBA TOPIC)
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| source- businessstudynotes.com |
Human resources from the national
perspective can be defined as knowledge, skills, creative abilities, qualities,
etc. But from organizational thinking human resources are taken from 'people on
the job'.
The characteristics of human
resources are as follows:
(i) Human resources
are dynamic and behave differently.
(ii) Human resources
are included in a large number of people who have different identities, different
personalities & needs.
(iii) Human resources
is an integral part of the organization because efficient use of other
resources depends on the eligibility of human resources. So they are called
human property or human capital.
(iv) Human resources
have the ability to move forward if they provide the appropriate environment,
environment.
(v) The term 'human
resources' is more effective than the term and the term is more comprehensive.
#2. Evolution of Human Resource
Management:
The concept of human resources
management (HRM) is going through a revolution in India which has gone through
different dimensions of development. Early introduction of early twentieth
century was the end of exploitation which was called 'Sweated Industries'.
As a result, various statutory
measures were implemented by the Governments so that the protection of
employees against exploitation could be provided. It gave rise to Welfarism as
an egoistic ideology in the management of human resources.
In subsequent developments, many
telescopic service providers showed a positive attitude towards welfare and
provided welfare facilities even beyond the statutory provisions. Such liberal
behavior gave rise to a kind of patriarchism in Indian managers.
Its best example is Sir Jamshedji
Tata who has care his employees as his children. Appointment of Welfare Officers
under the Factory Act and many other legal measures led to a new profession in
India.
The changes that took place in the
middle of the twentieth century led many such initiatives in the institutions
which demanded for a superior officer than the welfare officers who could
handle recruitment, labor-power planning, discipline and many other roles.
This was the second stage in which
the profession of the Sevvidi Officer was started in many organizations. In
many industries the role of Personnel Officer and Welfare Officer was added. In
this phase, in the field of industrial relations, many legislation became, in
particular, as a solution to labor disputes and in the form of permanent orders
to run organizations.
All these legislative measures
demanded of professionals who could handle industrial relations well. As a
result, the Industrial Relations and Welfare Department was established in many
remote companies and they were brought under a complete Personnel Department.(MBA TOPIC)
In the public sector steel industry
of India, Personnel Departments were established in these two branches. Work on
this model was also done in many other industries. Many practical and
technological changes were thought of in the management of human resources
after going through the seventies.
The so called human resources and
welfare work was increased so that it included motivational schemes to improve
practical and motivational systems, assessment assessment mechanisms,
management according to purpose (MBOs) and employees' achievement.
During this period in a dramatic
development, the management suddenly became alert about work culture and work
values. As a result of work done by people like Edgar H. Schien, the concept of
'Concept of Culture' has been strengthened.
Accepted, shared organizational
beliefs and values accepted during a time period from the culture (Shared Organizational
Beliefs and Values Accepted over a Period of Time). Human resources management
seems to be related to the depth to take steps to bring about changes in the
work environment so that a right environment can be created to get the best
results.
Construction of the key areas of
human resources management while following these developments, anyone can
understand the formula of human resource management in India, which today has a
much more close relationship than the management of human capital in the
industry.(MBA TOPIC)
Today HRM can be defined as the art
and science of optimum utilization of the human potentials employed in an
organization. Hence the objectives of human resources management are arranged
to get the highest motivation of the employees to get the desired results of an
organization.
HRM Professionals are
expected to collect practical, legal, information technology and creative
tactics to carry out their tasks. An HRM Professional is a Specialist, not a
Generalist.
He needs to develop these tactics
through increasing knowledge in different scriptures. Organizational behavior
will remain the backbone of human resource management, while the new dimensions
are being developed in the use of Group , Team Building and Information
Management.
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