HUMAN RESOURCE

DEVELOPMENT

BY
DHIRENDRA
SINGH
 Trade Unionism Era

The Industrial Revolution Era

Trade Unionism Era

Scientific Management Era

Era of Industrial Psychology

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-alertness
statistical 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
Human
Resource
personnel are "valued assets"
Management
strategic planning and management of
personnel
 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!