MODULE – 1

SESSION - 1

INTRODUCTION
TO HRM
COURSE: 22BL12C1
Class:: BBA-LLB
BY DR MUDIT SAXENA
 HISTORY
The human resources field began to take shape in 19th century Europe. It built
on a simple idea by Robert Owen (1771-1858) and Charles Babbage (1791-1871)
during the ’Industrial Revolution’.
These men concluded that people were crucial to the success of an organization.
They expressed the thought that the well-being of employees led to perfect
work; without healthy workers, the organization would not survive.

HR emerged as a specific field in the early 20th century, influenced by Frederick

Winslow Taylor (1856–1915). Taylor explored what he termed “Scientific
Management" striving to improve economic efficiency in manufacturing jobs.

INTRODUCTION TO HRM DR MUDIT

SAXENA
 EVOLUTION OF HRM IN INDIA
1.Beginning Phase:
2.Legal Phase
3.Welfare Phase
4.Development Phase

Beginning Phase
Early records of trade, HRM came into the aspects of management from 4500
B.C. to 300 B.C.
Not only indicate international economic and political links, but also the ideas
of social and public administration.
The world’s first management book, Arthashastra, written by Chanakya three
millennium before Christ, codified many aspects of human resource practices in
Ancient India.
This treatise presented notions of the financial administration of the state,
guiding principles for trade and commerce, as well as the management of
people.

Legal Phase
•HRM in India dates back to the Report of the Royal Commission on Labour in
India (1929-31).

INTRODUCTION TO HRM DR MUDIT

SAXENA
 • It recommended the appointment of labour officers to deal with recruitment
in order to check corrupt practices in industries in India with respect to
selection of workers.
• After independence of India, the Factories Act, 1948 made it mandatory for
the appointment of a labour welfare officer in every factory having 500 or
more number of employees.
• In 1950s, two professional bodies, the Indian Institute of Personnel
Management (IIPM) Kolkata and the National Institute of Labour
Management (NILM) Mumbai, came into existence.

Welfare Phase
• The area of personnel function increased during 1960s.
• It covered labour welfare, participative management, industrial relations and
industrial harmony etc.
• The human relations movement in Western countries put impact on Indian
organizations in this period.

Development Phase
• At the end of 1960s and in 1970s, the HR professionals gave more emphasis
on developmental aspects of human resources.
• The emphasis was on striking a balance between employee demands and
organizational requirements.

INTRODUCTION TO HRM DR MUDIT

SAXENA
 • Professionals began to talk and discuss about Human resource development
in seminars, conferences and academic meets.
• From 1980 to 1990s, HRM faced the challenges of liberalization, privatization
and globalization. These forced the organizations to put emphasis on
employee capability, productivity, quality of product/service, customer
satisfaction etc.

INTRODUCTION TO HRM DR MUDIT

SAXENA
 DEFINITIONS
BY AUTHORS
According to M L Cuming, “Human Resource Management is concerned with
obtaining the best possible staff for an organization and having got them looking
after them so that they want to stay and give their best to their jobs.”

Dale Yoder defines Human Resource Management as that part of the phase of

management dealing effectively with control and use of manpower as
distinguished from other sources of power.

According to F. E. L. Brech, Human Resource Management is that part of

management progress which is primarily concerned with the human
constituents of an organization.

Edison defines Human Resource Management as the science of human

engineering.

According to Leon C. Megginson, the term human resource can be thought of as,
“the total knowledge, skill, creative abilities, talents and aptitudes of an
Organization’s workforce, as well as the values, attitudes and beliefs of the
individuals involved.”

INTRODUCTION TO HRM DR MUDIT

SAXENA
 DEFINITION

WHAT IS HRM?

“Human resource management (HRM or HR)

is the strategic and coherent approach to the
effective and efficient management of
people in a company or organization such
that they help their business gain
a ’competitive advantage’.”

INTRODUCTION TO HRM DR MUDIT

SAXENA
THANKING YOU!
If you have any query, feel free to ask me.