Origin and philosophy of human resource management
When man voluntarily started working for others to earn his living, the problem of utilization of manpower started from that very moment. The need for human resource management was felt in the 18th and 19th centuries also. But at that time business establishments were small, complexities of organization were minimal and the owners themselves were in charge of every aspect of human resource management.Was capable of making arrangements. There was informality in personnel relations and the hopes and expectations of the employees were very limited.
The development of human resource management in historical sequence presents an interesting story of its dynamism. In the real sense, the beginning of human resource management is associated with the beginning of the twentieth century. In the second decade of this century, Taylor laid the foundation of scientific management.branch. The charge management took over the responsibility of selection and training of personnel under scientific management. It was during these days that the First World War was fought. During the World War, a series of recruitment, selection and tests for war began and scientific elements were included to a great extent in it. The business management got the effect and benefit of all this only. In comparison to the 19th century, America these days andThe influence of labor organization also started increasing in England and the size of business establishments also started increasing.
Compared to the previous century, complexities had begun to increase; Yet that disparity was lacking in the field of human resource management. Till that time, perhaps no one had paid attention to labor welfare. In the third decade of this century, the burden of human resource management shifted from the business owner to the shoulders of the foreman.and the foreman became the focal point of all activities in this area. Training, security, recruitment and salary administration, motivation, performance evaluation etc. started being included in the field of human resource management. During these days, human relations also started being discussed in management, but no special attention was paid to it. In India, he was appointed as Human Resource Officer in Tata Steel in 1923.Went. This was the first appointment of this type in any major industry. Staff specialists began to be appointed to assist foremen in foreign countries. After the third decade, changes started happening rapidly in this area. The ideology of human relations got universal recognition, the management of behavioral science, the impact on science, the results of many tests coming to light, the World War and labor organizations.Power etc. are some of the main reasons which started the revolution in the field of human resource management. For the first time, new topics like motivation, action development, management development got the attention of management scientists.
Maximum attention was given to collective bargaining and labor welfare. The government’s interest in this area also became clearly visible through labor legislation. public industries in indiaThe establishment of HRD gave a new turn to human resource management. Unlike other countries, the government did not remain merely a third party between workers and management, but itself emerged as the biggest employer. But at the same time, inspired by the values and principles of socialism, the government also took adequate care of the interests of the workers by presenting itself as an ideal employer. fourth of the twentieth centuryBy the decade, the business approach had gained special influence in human resource management. As a result, changes in the goals of management also became visible. Now emphasis was laid on coordination between labor welfare and productivity. Emphasis was laid on rationalizing labor related laws.
The challenge for human resource management in the twenty-first century is considered to be the same. The responsibilities of human resource management are multidimensional. interval of timeTheir area has also increased. Problems like improvement in working environment, openness in communication, balance between worker productivity and worker welfare, effective use of ever-changing technologies and prevention of worker dissatisfaction are looming large. The solution requires conscious human resource management.