Evolution of HRM in India

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Evolution of HRM in India

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ORIGIN AND GROWTH
OF HR FUNCTION IN
INDIA

ORIGIN OF HR
The world’s first management book, titled “Arthasastra”

written by Kautilya, in 400 BC, codified many aspects of
human resource practices in ancient India.

GROWTH OF HUMAN
RESOURCE


HRM in India could be traced back to the period after
1920, when emphasis was on worker welfare.
• In 1931, the royal commission on labor suggested the
appointment of labor officer to protect workers interests .
• Appointment of labor officer

• The second world war
• Enactment of Industrial dispute Act
• Enactment of Factories Act
• 1960 and after…..

FIRST PHASE
• Immediately after independence the focus was on four

points to deal with manpower in organizations:
 Maintain discipline
Prevent their formation of and break-up the leadership of
trade unionism
Handle recruitment and termination
Keep some form of attendance and personnel records.

SECOND PHASE
IN 1960S, Indian industrialization got a fillip with the rise

of the public sector. Hence 3 more functions were added
i.e.,
• Labor welfare
• Participative management
• Industrial Harmony
In this period, the human relations movement of the west
also had its impact on Indian organization.

THIRD PHASE
 In 1970, the people management function was neatly

divided into two :
• Personnel officer
• Establishment officers

Fourth Phase
• In 1976, birth of worker training institute and attitudinal

development.

Fifth Phase
• In 1985, organization shifted towards creating a separate

HR deptt.
• HRD and personnel functions were clubbed together.

Sixth phase
• In early 1990s :
• HRM was seen as strategy
• Motivation and stress were considered to bring change in

HRM
• Focus on organization objectives

Seventh Phase
• In the mid of 1990s, sub specialization like :
• Industrial Relations
• Training & Development
• HR Information system

Eight phase
• HRM is not seen as a separate function of a separate

department any more.
• It became the part of Corporate Strategy formulation and
strategy implementation team.

Late Arrival of HRM in India
• Late arrival of factory system
• Low status of industrial worker
• Professionalization of Human resource Management
• Social responsibilities of Business
• Change of government attitude

Factors Impending the growth of HRM
in India
• Abundance of cheap labor
• Weak labor movement
• Highly Authoritarian culture
• Technological Backwardness
• Instability in Employment
• Unhealthy growth of Trade unions
• Migratory characteristic of Indian labor

Evolving Role of HRM in India
• Origin Of Human Resource Management in India
• The police Man
• The Welfare Man
• The law Man
• The Liaison Man
• The HR Man

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