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Lesson—3

Professionalism In Personnel Management;

With the passage o f time, personnel management has become mature and professional.

Professional mgmt is that form of mgmt where the decision making process rests worth the
professional managers, where there has been a divorce between capital and control, Brandeis
says: “ The attributes of a profession are that part of the training for its practice be intellectual
in character.that it should be pursued not for one’s owns sake but for others, and that the
amount of financial reward should not be considered a measure of success”.

In other words what we understand is Its theory and practice have to be systematised and are
passed on through written documents, textbooks, seminar papers, research experiments and
formal and methodical training, recognized by society.
A profession is usually directed towards meeting wider social needs. It is not primarily
directed towards the fulfilment of individual needs profession claims to be a social service
and hence, demands a higher status and recognition from society.

The influence of Labour movement in Personnel management:
We have seen in the earlier classes i.e. good and bad effects of Industrial Revolution. One of
the major ill effects was the exploitation of labour. This led to unionisation of labour
movements. Some of the developments are listed below. Lets us now look at the history how
trade unions came into existence.
1.The period up to 1900: The first trade union was formed in 1780 in USA.
During latter half of nineteenth century, rapid industrialisation has taken place, all over the
world. The first attempt to organise Indian labour was made by N.M.Lokhande in 1890 when
he formed Bombay Mill Association. However later on, till 1918,no serious attempts were
made to consolidate labour movement. Although some more unions were found in India,
most of these remained as “ welfare Association” and not as union as we understand by that
term these days.
Benevolent Paternalisation: White workers remained unorganised, some philanthropist
organisation and individuals took on themselves the responsibility of protecting the interest of
labour.
For example, Robert Owen in (1913) – a British businessman, took paternalistic attitude. He
said, “ The principal social and economic environments influence the physical, mental and
psychological development of workers.” He had providing housing facilities, sanitation, and
schools for children and adults. He also reduced the working hours from 11 to 10 hours.
Above all he even abolished child labour. He called workers “ vital machines”. He advocated
better treatment would fetch better profits.
Economic Depression (1893): Great Depression of 1893 prevented further welfare
movements alleviating the sufferings of workers.
Indian Industrial scene: Even though modern industry began to grow in Indian from 1850’s,
till the end of first world war, there was no industrial dispute. By end of war, on account of
high price rise and economic depression industrial unrest took place.

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Period 1900 to 1940: Important events occurred during this period are given below:
Workers welfare league of India are formed in UK in 1911 to protect labour interest and unity
between British and Indian workers.
Russian Revolution of 1917 and emergence of communist socialistic movement and
unionism.
Growth of Indian national movement and participation of industrial workers in this
movement.
Formation of ILO in 1919.
First World War and favourable condition it created to unions.

Period 1940-1970:
1) World war period:
Outbreak of Second World War and resignation of congress Ministry in India (1940).
Strikes and lockout and reign of terror unleashed by British Government on Workers and
unions opposing to British war efforts.
1942, for the first time, tripartite labour conference was covered. This resulted in setting up a
permanent. TLC consists of
Plenary conference
Standing labour committee.

2) Post-war period: This was the period, which saw favourable disposal towards labour.
Following events took place
1947- India became independent socialistic democratic government was set-up which favours
labour.
1947- India National Trade Union Congress (INTUC) was formed owning allegiance to
congress party.
All types of workers, professionals, technicians, journalists and even got officers and teachers
have organized unions. No. Of registered TU increased to 22,484 by 1971 with a total
membership of 5.5 million.
In 1970,Communist party in Indian split into two CPI & CPM. CPM formed another TU
called centre of Indian Trade Union (CITU).

Modern Period after 1970:

Trade Unionism and collective bargaining is an accepted phenomenon in India and world
over. The problems and prospects of TU and labour force vary, between developed nations
and developing nations.
Some of these issues are:
Developing Nations like India:
Problem of unemployment and under employment.
Semi-skilled and manual labour in private and unorganised industries is enormously
exploited.
Poor training leading to very low productivity
Multiple unionism, union rivalries and lack of union Leadership against frequent strikes and
labour unrest, political interference and outside leadership are being resented by workers.
Alienation between leaders and members often frustrate unionism.

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Lesson Summary:
Here we understand the entire concept of why, how and when the personnel management is
important in today’s organisation.

Supplementary Material / Statistics:

Reference can be taken from mamoria, aswathappa, and latha nair

Sample Questions:
Describe the nature and development of personnel management.
How did the personnel management evolve?
Explain the traditions and their effect on personnel management

Suggested Reading:

Name of Author: C.B. Mamaoria
Title of the Book: Personnel management
Publisher: Himalaya
Year of last Printing: 2003
Chapter No. & Title: 1 Personnel management, 2 Functions of Personnel management, 3
Personnel policies, procedures and programs, 5 Personnel management in India l
Page Nos.: 3-107

References / Sources:

Personnel Management, C.B.Mamoria,
www2.mwc.edu/~lpenwell/Lectures/index.htm,

List of Enclosures / Attachments:

HRM.ppt

Initiative and decision- making ability.
He should possess quality to give feedback.

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