“ORIGIN AND GROWTHOF

HUMAN RESOURCE FUNCTIONS

ININDIA”

PRESENTED BY :

Debajyoti JanaKundan Kumar

Maninder SinghNeha Gulati

Vivek Kumar

Human Resource(HR) functions refer to task performed in an organization to provide for and coordinate human resources.

Human Resource Management(HRM):The design of formal systems in an

organization to ensure the effective and efficient use of human talent to accomplish the organizational goals.

Its origin is dated back to 1800 B.C., when wage and incentive plans were included in the Babylonian code of Hammurabi.

The world’s first management book, titled “Arthasastra” written by Kautilya, during Chaldeans in 400 B.C., codified many aspects of human resource practices in Ancient India.

GROWTH OF

HUMAN

RESOURCE

HRM in India could be traced back to the period after 1920, when emphasis was on worker

welfare.

In 1931, the royal commission on labour suggested the appointment of labour officer to protect workers interests.

Immediately after independence the focus was on four reasons:

•Maintain discipline•Prevent their formation of and break-up the leadership of trade unionism.•Handle recruitment and termination •Keep some form of attendance and personnel records.

In 1960s, Indian industrialization got a fillip with the rise of the public sector. Hence 3 more functions were added i.e.,•Labour Welfare•Participative Management•Industrial Harmony

In this period, the human relations movement of the west also had its impact on Indian organizations.

In 1970, the people management function was neatly divided into two:•Personnel officers.•Establishment officers.

In 1976, birth of worker training institute and attitudinal development.

In 1985, organization shifted towards making HR Department separately.HRD and personnel function were clubbed together.

Early 1990s:HRM was seen as strategy.Motivation and stress were considered to bring change in HRM.Focus on organization objectives.

In the mid of 1990s, sub specializations like:•Industrial Relations•Training & Development•Information System

In 1999:HRM was not a selective management anymoreIt became the part of Corporate Strategy Formulation and Strategy Implementation team.

4 phenomenon attracted attention:

•Small Group Activity•Business Process Re-Engineering•Quality Management•Business Process Outsourcing.

The scope of Human Resource Management is very wide.

We can conclude that Human Resource Management is more crucial today for the success of

any organization than ever before.

THANK

YOU