isttm evol, dynamics, trends hrm
TRANSCRIPT
Dr. Shankar Anappindi [email protected]
Era of Industrial Revolution
(Materialism, Discipline, job displacement, Monotony, impersonality, work
independence & related behavioral phenomenon)
Era of Trade Unionism
(Employee Grievance Handling Systems, Acceptance of arbitration as a means of resolving conflicts of rights, disciplinary practices, employee benefit programs,
holidays & vacation time, Job duties, rights, rational & defensible wage
structures)
Era of Social Responsibility
(Robert Owen 1913, Paternalistic attitude towards employees, increase productivity
through improved living & working conditions, workers are like children should be guided,
trained & protected.
Adam Smith – emphasized each individual to work for own economic self-interest, the society
would gain)
Scientific Management Era
(F W Taylor – 1856 to 1925, Father of Scientific Management, Henry Gantt – Task & Bonus
Wage System). Four principles of mgmt – Dev. Of true science of each job, scientific selection
of person to the job, training a person for better performance, friendly co-op. btw mgmt. and
employees.
Industrial Psychological Era &
Human Relations Era
(Hugo Munsterberg – Father of Industrial Psychology. Advances were made in selection, placement, testing &
research practices, matching employees to jobs, concept of diff. jobs diff. skills & abilities. Elton Mayo ‘s
experiments – Human & Social Factors accounted for productivity – team work, participation, loyalty &
esperit de corps)
Behavioural Science Era
(Abraham Maslow, 1954 – Hierarchy of Needs also known as ‘Deficit Theory of Motivation’,
McGregor Theory X & Y – led to dev. of mgmt. practices like 2-way communications,
participation of employees in decision making, MBO, workplace as social system, mgmt. dev.
And adjustment to change)
Personnel Specialists & Welfare Era
(Emphasis on ‘mgmt. of human resource’. Manpower planning, selection, T & D,
wage & salary admn., employee benefit schemes & services, perf. Appraisal, safety & accident prevention, promotion of good
industrial relations)
Evolution & Growth of HRM
Dr. Shankar Anappindi [email protected]
Factors responsible for development of
HRM
Cultural & Social Changes
Change in govt. & Labour
Relations
Changing role of employees
Management Attitude
Managing Performance
Managing Teams
Managing Diversity
Managing People
Dynamics of HRM
Dr. Shankar Anappindi [email protected]
Operational focus to ‘Brand India focus’
Individual support to professional
autonomy
System Maintenance to
Collective Performance bonds
Local Mindsets to Glocal mindsets
Socio-cultural sphere
Managerial sphere Emotional sphere
Intellectual sphere
Traditional welfare HRM
to Market Driven Strategic HRM
Drivers of Contemporary Indian HRM Trends