Era’s

Industrial revolution era (19th century)

 The industrial revolution comprises of:

 Development of machinery.

 Usage of mechanical energy.

 Existence of the concept of the factory with ample manpower.

 Mechanical process.

 Migration of workers from their place to other places.

 Communication between the workers and the owners.

Three systems of HRM were introduced under this system such as:

1.Hiring of workers 2. Training 3. Controlling

The master-servant philosophy was used to keep control over these workers.

Trade Union Movement Era (Close to the 19th century)

With the emergence of the factory system, the workers started to establish their own union on the basis
of their common interest which was named as Trade Unions.

The basic aim:

 to protect the interest of the members.

 deal with the grievances of the workers that may arise due to child labour, long hours of work
and pathetic working conditions.

 economic issues, fewer wages, worker’s benefits, and other services.

Social Responsibility Era (beginning of the 20th century)

This is a social approach that was adopted to combat the problem of workers and it is considered as a
welfare scheme to control the workers.

It signifies that the worker is like a child for their owner and the owner is the father who took care of the
entire labour.

Additional facilities and concessions are given to the labour by the industrialists:

 minimize the hours of working.

 improved working conditions.

  shelters to workers and so on.

Scientific Management Era (1900-1920s)

In 1909, Frederick Taylor published "The Principles of Scientific Management."

He wrote some of the scientific techniques that are relevant to manage the workforce and even a book
on management as well.

Four Principles of Scientific Management

1. Replace working by "rule of thumb," or simple habit and common sense, and instead use the
scientific method to study work and determine the most efficient way to perform specific tasks.

2. Rather than simply assign workers to just any job, match workers to their jobs based on
capability and motivation, and train them to work at maximum efficiency.

3. Monitor worker performance and provide instructions and supervision to ensure that they're
using the most efficient ways of working.

4. Allocate the work between managers and workers so that the managers spend their time
planning and training, allowing the workers to perform their tasks efficiently.

Human Relations Era (1930-1950s)

During this era, it was highly recommended to use psychology while doing personnel testing,
interviewing, attitude measurement as well as learning also.

Basically, the period was defined as “Industrial Psychological Era” in the year 1924. After conducted
deep research by the professors of Harvard Business School, it was observed that the productivity of the
workers depends on social factors at work, formation and influence of groups, the nature of leadership
and supervision and at last, the communication.

The management ought to maintain human relations at work along with physical conditions to increase
productivity.

Behavioural Science Era (1950-1960s)

Here are some of the major conclusions made by the behavioural scientist that are given below:

 People like their work but there is a need to establish some goals so that they can work properly
to achieve them in a timely manner. It also increases their job satisfaction.

 Employees generate maximum creativity as compared to how much it is needed. But their
potential is not utilized in a good manner.

 Usage of the untapped potential of an employee is the duty of managers.

  An environment ought to be created so that people can contribute in the best possible way, and
this must be done by the manager.

 The expansion of subordinate’s influence, self-direction and self-control can improve the
operating efficiency.

Systems and Contingency Approach Era (1960 onwards)

In the present era, a high level of attention is seeking by the System and Contingency Approach Era.

It is a cooperated approach that signifies the empirical data to manage the human resources. It is
attached with a huge idea of analysing the objects that must depend on the analysis involving
simultaneous variables that are mutually dependent on each other.

Human Resource Management Era (1980 onwards)

A huge number of people started working in factories when there was a replacement of the old cottage
system with the factory system.

By the time, the scope of the industrial relations department was extended as the conflicts arose
between the supervisory staff too. Then, it was renamed as Personnel department.

Further, the manpower was considered as socio-psychological beings for the achievement of
organizational goals, not as physiological beings. It changed the nomenclature of the personnel
department and sheds light on the Human Resource Department.