Histor

yR

HRM has been a concept that was utilized ever since human beings started following an organized way of life.

So shall we start up with its history?

Vital principles of HRM were used in prehistoric times.

Mythological Events Selecting tribal leadersSafety, health, hunting, and gathering.

Personnel Management or PM in organisations was created, first in the USA

BUT

ITS NOT TRUE

Code of Hammurabi

1750 BC (Code of Hammurabi)

Promote welfare of peopleMake JusticeDestroy EvilProperty Rights Personal IssuesProfessional Services

Some other Ancient InstancesIn first century Ad Roman philosopher pliny

warned about the health hazards of employees handling zinc and sulphur.

In 16th century- German scientist Georgious Agricola Occupational hazards of employees and suggests methods for improving occupational health.

In 1700 Bernardo Ramazzini, known as the "father of industrial medicine," published in Italy the first comprehensive book on industrial medicine, DE Morbis Artificum Diatriba (The Diseases of Workmen).

In 18th century Abraham Lincoln viewed all American workers as potential entrepreneurs.

In 19th century Abraham Lincoln viewed all American workers as potential entrepreneurs.

The first recorded modern case of dedicating a separate unit or department for HRM is from 1901 in USA.

George Elton Mayo in Hawthrone Studies was credited to Human Relation Movement.

Scenario in 20th Century• The spread of multinationals and large corporations

created a highly skilled professional group of human resource personnel.

• Universities and Business Schools started teaching different aspects of HRM in the 1990s.

• There were many challenges faced by contemporary HR.

• In India the first dedicated HRD department started in 1975 at L&T.  Uday Pareek and T.V Rao in 1975 outlined a philosophy for the new HRD System .

Personal Relation

Industrial Relation

Employee Relation

Human Resource

Labor Management Work Organization

Master -Servant Authoritative Centralized

Illiterate Autocratic Rigid

Not Conscious Paternalistic Adjust to Machines

Ill Motivated Prerogative

Present Scenario of HR•In the present scenario the Human resource has three primary objectives :

1.Obtain

2. maintain

3.Retain. • The role of HR Professional today is more complex than other Roles and also more Impactful than other Business role

The business world is changing at bullet-train speed –

technology, the global economy, increasing regulatory

scrutiny, the looming talent crisis, mental illness is

dramatically affecting the workplace.

All of the above changes gives a strong impact on HR

profession.

So, here are some of the 10 trends that are newly emerging

in HR

1.The changing role of HR professional

Employees are humans, not commodities, and HR

departments have to start seeing them differently.

Organizations consist of people. People are real. You

can see them, touch them, hear them. And people have

capabilities. And those people with their capabilities

will determine whether the organization thrives or dies HR people need to be a lot more creative in the way

they do things.

2.The war for Talent

The most important corporate resource over the next 20

years will be talent: smart, sophisticated business-people

who are technologically literate, operationally agile

Younger workers are now bosses of the older workers.

You need to dig deep into the organization to identify

the top talent, the high performers in every aspect of

your business.

3. Virtual HR organizations. There are four good reasons why companies outsource their HR

services:

1. Cost reduction – economies of scale, automation and process

improvement,

2. Focus – allows HR to allocate time to strategic, not

transactional, concerns

3. Access to best technologies – mutual benefits to ensure

technology is continually upgraded

4. No available internal resources – provides an HR capability for a

company that does not have one, cannot staff it

4.Wellness, work life balance.

There is no competitive advantage in exhausted, sick

and stressed-out workers.

employers are now recognizing the connection between

employee health and the bottom line.

As per the statistical data by 2020, depression will rank

second to heart disease as the leading cause of disability

worldwide, and the cost of mental illness in lost

productivity

5. The Diverse workforce.

Diversity goes far beyond the traditional employment

equity criteria of gender, visible minority/status, or

disability.

Diversity is a business strategy, that helps to solve a

variety of problems and to make a variety of decisions.

The challenge for managers and HR is to create an

environment which would help the older employees to

keep them engaged in the organisation.

6.The impact of technology

We’ve entered the century of the employee and

technology has to respond.

CRM or customer relationship management is giving

way to ERM – employee relationship management

Technology continues to impact us profoundly, both in

our personal lives and in the workplace, and it will

continue to evolve

7. Leadership Development

Leadership skills are not built through courses.

Management is a function of what you do; leadership is

a function of what you are

The competency requirements for successful leadership

are increasing exponentially.

Leadership comes with empowerment – employees can’t

be leaders unless they have the power to take risks,

make decisions, innovate and lead.

8.Talent management.

The challenge for HR professionals is to figure out how

to look deep into the organization to hunt talented,

visionary people with a passion for the future.

lots of companies have succession plans but very few

have done the career planning and skills gap analysis

needed to acquire the best talent

9.Corporate values and culture.

Ethical behaviour should be a core component of

company culture

Organizational culture is the shared assumptions,

beliefs and norms of behaviour of a group. It has a

powerful influence on the way in which people

behave.

10. Impact of Legal and Compliance Issues

HR need to be thorough with all the legal

compliances.

They need to follow all the laws they are involved

in.

Conclusion

HR professionals need to step up to above

challenges

No matter how strong the finance of the company

and their products are, but if the HR is not strong a

company is merely an idea.

THE FUTURE OF HR Strategic business partner:

HR must factor in policies on employee welfare and new or changing competency

requirements when corporate strategies are being developed. Through partnering

with management, HR may take on the role of consultant and assist in

strengthening the relationship between employees and senior management

Change agent

HR professionals must lead in actively building and

maintaining a corporate culture that embraces people

development.

Employee champion

HR must create a productive work environment, ensure effective

communication, and manage workforce relations.

Manager of personnel acquisition and development

HR must define, generate, continuously reinforce, and

sustain organizational skills, knowledge, abilities,

attitudes, and desired behaviours.

Manager of processing, compliance, and reporting

HR must align its strategic and tactical plans with

those of the corporation, comply with laws, create

policies, and execute administrative processes, all in a

cost-effective manner.

GREEN RECURITING: IT IS A CONCEPT WHOSE TIME HAS COME

Green recruiting refers to sharing of the

company’s unswerving commitment towards the cause

of environment with the candidates whom they are

trying to hire.

College graduates are increasingly seeking company

that is environment friendly.

Green recruiting provides a company with an

opportunity to stand out from the rest of pack in an

otherwise crowded recruiting landscape.

HR IN 2020

A majority of people worldwide will be connected

through the IT infrastructure.

Connectivity is the new frontier on the information

highway to connect with one another.

There are various factors on which the growth and

expansion of connective technology will depend.

The basic organizing unit in the workplace will be one

individual engaging in business through connective

technology.

A learning culture will be festered by the

technologies that will serve, entertain, and help

people do their work. It will be basic workplace skill.

Power in the organization of 2020 will be in flat

structure. 

Culture and language will still move between the

poles of traditionalism and modernism.

SHIFTS THAT ARE RE-SHAPING HR ROLES

FROM TO

Local markets, operations Manufacturing, clerical workHierarchyIntermediaries; face-to-face Obedience to formal authorityStability, efficiency, controlFull time jobCustomer serviceWork done by employeesFixed work locationManagement prerogativeLoyal serviceWhite, male workforceFinancial performance“Get a job”

Global markets, operationsService, knowledge workNetworksDirect access,virtual relationshipQuestioning of formal authorityChange, creativity, flexibility, orderPart-time and project workShareholder, stakeholder valueWork done by many contributorsDiverse work locationsSocial licenceMarketable knowledge, skillsDiverse workforceTriple bottom line“Get a life”

CHANGING “HR” ROLES: Some Generalizations

PAST

HR ROLE WAS CLEARLY

DIFFERENTIATED◦ mechanistic

(Personnel Admin)◦ ritualistic, legalistic (IR)◦ CEO’s eyes and ears

with the troops◦ distinct professional career paths

HR is HR’s responsibility

FUTURE

PEOPLE/LEADERSHIP ROLE IS DISTRIBUTED AND DIFFUSE

knowledge managementrelationship management; teamworklegal compliancechange managementno distinct HR profession - new hybrid roles emerge

People/Leadership is everyone’s responsibility