BYDHIRENDRA

SINGH

HUMAN RESOURCE DEVELOPMENT

The Industrial Revolution Era

Trade Unionism Era

Scientific Management Era

Era of Industrial Psychology

Trade Unionism Era Trade Unionism Era

Era of Human Relations Movement

Era of the Behavioural Sciences

Personnel Specialist and Welfare Era

EVOLUTION OF HRM

The Industrial Revolution Era

• Results of factory system – Punctuality– Rigorous working rules– Extensive hierarchy of officials– Social distance– Labour was considered as a

commodity

Trade unionism Era

• "Combination Laws declared trade unions to be illegal

• the right to organize and bargain collectively was gradually established

Social Reformer Era

shorter working hours,

safer working conditions

better housing

procedure of visible ratings of the production of each employee as a check on "inferior conduct"

Scientific Management Era

• It emphasized the importance of management planning

• Taylor’s opinions about group effort were strongly resisted

• F Gilbreth related the principles of scientific management to the field of psychology

Era of Industrial Psychology

• It stressed the importance of the individual worker's needs and motivations

• Well-known developments are: Test l-A" fdr mental-alertnessstatistical validity in the use of tests developments in checking references Army Alpha and Army Beta intelligence tests tests of aptitude, trade, interest and personality;

etc.

Era of Human Relations Movement

• It was concerned with the informal, spontaneous behaviour of work groups

and the sentiments, interactions, and attitudes of employees.

Era of the Behavioural Sciences

• The behavioural sciences are essentially the social and biological sciences pertaining to the study of human behaviour.

Personnel Specialist and Welfare Era

• only hire and fire of personnel functions had to be allotted to a full-time "manager".

• increases in the number of employees give birth a single position, viz., the

"Personnel Manager and Welfare Officer“

EVOLUTION OF HRM

• The concept of HRM developed initially from works in the USA in the 1960s and 1970s.

labour, worker,employee or personnel

personnel are "valued assets"

strategic planning and management ofpersonnel

HumanResource

Management

Human Resource Development

• Developing human competencies for economic and technological development and to the issue of equitable distribution of resources,

• HRD is the process of enabling people to make things happen.

• It deals both with the process of competency development in people and creation of conditions

HRM Vs HRD

• 1. HRD is a sub section of HRM, i.e. HRD is a section with the department of HRM.2.HRM deals with all aspects of the human resources function while HRD only deals with the development part.

• 3.HRM is concerned with recruitment, rewards among others while HRD is concerned with employee skills development.4.HRM functions are mostly formal while HRD functions can be informal like mentorships

Thank you!