Submitted by:

NAME: M.MANIDEEPIKA
ROLL NO:13021E0009
Industrial Revolution
Trade Unionism
Scientific Management Era
Human Relations Era



The seed of HRM were sown during Industrial revolution 1850s in
Western Europe and USA.

Machines were bought in
Technology made rapid progress
Workers were treated like machine tools
Employers were keen to meet production targets rather than
satisfy workers.
Govt. did very little to protect the interests of workers.


Workers started to form their associations.
Trade Union Act, 1926 was passed in India.
The basic philosophy was to safeguard workers interest and
to sort out their problems like:-
Child labor
Long hours of work
Poor working conditions.
The unions used strikes, lockouts etc as weapons for
acceptance of their problems.



These activities of trade unions
gave rise to personnel practices
such as:-
Collective bargaining
Grievances readressal
Employee benefits programs
Installation of rational wage structures.
This concept was introduced by Fredrick Winslow Taylor in USA
early in 20
th
century.
Use of scientific methods in setting work standards.
Scientific selection and placement of workers best suited for the
tasks. Also provision for training.
Clear cut division of work and responsibility between
management and workers.



He developed following techniques
for the same:--

Time study
Motion study
Standardization of tools, equipments and
machinery and working conditions
incentive wage plan with differential piece rate of
wages.
This particular period focused on the feelings, attitude and needs of
the workers as human beings.
Physical environment should be good
Favorable attitudes of workers and work team towards their work
Fulfillment of workers social and psychological needs
Workers can be motivated through job security, right to express
their opinion on matters related to them.