EVOLUTION OF SHRM

HRM
• The history of HRM can be traced to
England 
• .Employees(masons, carpenters,
leather workers,
and other craftspeople) organized the
mselves into guilds/association/unity.
• They used their unity to improve their
working conditions.
 INDUSTRIAL REVOLUTION
• The field further developed with the arrival of industrial revolution
in the latter part of the 18th century.
• The industrial revolution
• was characterized
by:- a new and complex industrial society.- The substitution of
steam power and machinery foretime-consuming hand labor
• The significant change in the working conditions, social patterns, and the
division of labor
• A new kind of employee-a boss, who wasn't necessarily the owner, as had
usually been the case in the past-became a power

• With these changes also came a widening gap between workers and
owners
 SCIENTIFIC MANAGEMENT
• Scientific Management,
• Welfare work and Industrial Psychology
• In the 19thcentury,Scientific management , welfare
work and industrial psychology emerged concurrently
and merged during the world wars.
• .1.ScientificManagement 
• dealt with inefficiencies in labor and management
through work methods, time and motion study, and
specialization
• The renowned father of scientific management was
Fredric W Taylor
 ORIGIN OF HRM IN INDIA
• Its origin is dated back to1800 B.C., when
wage and incentive plans were included.

• The worlds first management book, titled

Arthashastra written by Kautilya, in 400B.C.,
codified many aspects of human resource
practices in Ancient India.
 • Pre-1900 s Human Resources Management: Tough
Work, Tougher Conditions.

• between 1890 and 1920. American business leaders,

aided by scholars and politicians, embraced "industrial
betterment" and embarked on plans to stabilize the labor
force and encourage employee loyalty.

• 1920s–1950s Human Resources Management •

"Personnel departments" and "manpower development"
increased their efforts around internal training and
working with labor unions to develop stronger
compensation packages.
• 1960s–1980s Human Resources Management •

In the early '60's, the US legislature began passing

Equal Pay Act of 1963 and Civil Rights Act of 1964

At the same time, human motivation theories

including Herzberg’s Two Factor Theory began to
transform the workplace.
(motivator-hygiene theory. According to Herzberg, there are some
job factors that result in satisfaction while there are other job factors
that prevent dissatisfaction.)
Hygiene Factors : Pay, Policies, working conditions, fringe benefits
Motivators: Recognition, growth, responsibility, meaningfulness of
job etc.
From Personnel Management to HRM:
It was the initial stage to perform the HR functions in the
managerial set up in the form of personnel department.
Functions included :
•Staffing and
•Maintaining the labour relations.

The personnel management was more centralize and

bureaucratic with some old and traditional approaches.

Before the year 1970, the emergence of HRM as

replacement for personnel management was taken up. Main
task of HRM is to ensure the achievements of
organizational goals through the commitment of people.
From HRM to SHRM:
Globalization has led top managerial cadres to bring a new focus on
HR to be organized and managed.

Now the HR function has to develop more dynamic and strategic.

An integrated approach was developed between HRM and business
strategy.

More attention was given on the relationship of HRM with the

strategic management of organization.

It was the proactive role of HRM which have concerned with
organizational effectiveness, strategic framework, behavioral aspects,
resource utilization, capacity development and change environment.

It is needful to integrate HR practices with the emergence of new

strategic viewpoints of corporate business areas.