Q1. Analyse and explain the evolution of HRM in a brief manner.

Human Resource Management

Human Resource Management in its simplest definition means management of

organization’s manpower or workforce or human resources.

Evolution of HRM

The evolution of the concept of Human Resource Management are

Period before industrial revolution – The society was primarily an agriculture

economy with limited production. Number of specialized crafts was limited and was

usually carried out within a village or community with apprentices assisting the

master craftsmen. Communication channel were limited.

Period of industrial revolution (1750 to 1850) – Industrial revolution marked the

conversion of economy from agriculture based to industry based. Modernization and

increased means if communication gave way to industrial setup. A department was

set up to look into workers’ wages, welfare and other related issues. This led to

emergence of personnel management with the major task as

–          Worker’s wages and salaries

–          Worker’s record maintenance

–          Worker’s housing facilities and health care

An important event in industrial revolution was growth of Labour Union (1790) – The

works working in the industries or factories were subjected to long working hours and

very less wages. With growing unrest, workers across the world started protest and

this led to the establishment of Labour unions. To deal with labour issues at one end

and management at the other Personnel Management department had to be capable

of politics and diplomacy, thus the industrial relation department emerged.

Post Industrial revolution – The term Human resource Management saw a major

evolution after 1850. Various studies were released and many experiments were

conducted during this period which gave HRM altogether a new meaning and

importance.

A brief overview of major theories release during this period is presented below

 Frederick W. Taylor gave principles of scientific management (1857 to 1911) led

to the evolution of scientific human resource management approach which was
involved in

–          Worker’s training

–          Maintaining wage uniformity

–          Focus on attaining better productivity.

 Hawthorne studies, conducted by Elton Mayo & Fritz Roethlisberger (1927 to

1940) –

 Observations and findings of Hawthorne experiment shifted the focus of Human

resource from increasing worker’s productivity to increasing worker’s efficiency
through greater work satisfaction.

 Douglas McGregor Theory X and Theory Y (1960) and Abraham Maslow’s

Hierarchy of needs ( 1954) – These studies and observations led to the transition
from the administrative and passive Personnel Management approach to a more
dynamic Human Resource Management approach which considered workers as a
valuable resource.

As a result of these principles and studies, Human resource management became

increasingly line management function, linked to core business operations. Some of

the major activities of HR department are listed as-

1. Recruitment and selection of skilled workforce.

2. Motivation and employee benefits

 3. Training and development of workforce

4. Performance related salaries and appraisals.

Q2. Discuss how objectives and policies are important for the organisations in the light of
HRM concept.
Objectives and policies are important for the organisations in the light of HRM concept are
Objective # 1. Give Information:
The information acquired through HRM (human resource planning) is exceptionally
significant for recognizing excess and unutilised human resources. It likewise delivers a
thorough ability stock, which encourages dynamic, as, in advancements. In this manner HRP
gives information which can be utilized for other management capacities.
Objective # 2. Compelling Utilization of Human Resources: -

Planning for human resources is the fundamental responsibility of management to guarantee

successful usage of present and future manpower. Manpower planning is corresponding to
association planning.

Objective # 3. Economic Development:

At the public level, manpower planning is needed for economic turn of events. It is especially
useful in the making work in instructive changes and in topographical portability of ability.

Objective # 4. Decide Manpower Gap:

Manpower planning inspect the gaps in existing manpower with the goal that reasonable
preparing projects might be produced for building explicit skills, needed in future.

Objective # 5. To Forecast Human Resource Requirements:

HRM to decide the future human resource required in an association. Without such an
arrangement, it is hard to have the administrations of the perfect sort of individuals at the
perfect time.

Objective # 6. Investigate Current Workforce:

HRM volunteers to help with dissecting the competency of present workforce. It decides the
current workforce qualities and capacities.

Objective # 7. Compelling Management of Change:

Legitimate HR planning targets adapting to cut off changes in economic situations,

innovation items and government guidelines in a powerful manner. These changes call for
constant allocation or reallocation of skills clearly without planning there may be
underutilisation of human resource.

Objective # 8. Acknowledging Organizational Goals:

 HRM helps the association in its adequately addressing the necessities of
development, expansion and other development strategies.

POLICIES

1. Work Health and Safety Policy

Working environment wounds can influence your business in various manners

including diminished profitability, debilitated compensation commitments and the
expense of finding a substitution. WHS policies feature safety systems and the
obligations of all employees to protect the working environment.

2. Tormenting, Harassment and Discrimination Policy

Did you realize a business can be considered legitimately liable for demonstrations of
discrimination or harassment in their business? To limit this danger, the business
should show they have found a way to keep discrimination or harassment from
happening. Anyway, without a comprehensive policy, this is practically unthinkable!

3. Having a policy set up imparts obviously to employees what establishes

tormenting, lewd behaviour, discrimination and some other type of improper conduct
at work. A decent policy will likewise layout methodology for managing objections.

4. Code of Conduct

A Code of Conduct is significant for setting the standards of conduct you anticipate
from your employees. Basic issues, for example, clothing standard, cell phone use,
reliability and the utilization of company property will be remembered for a Code of
Conduct.

By illustrating unsuitable conduct and instructing employees on business esteems

through a policy, you are in a superior situation to oversee inadmissible conduct in the
working environment if and when it emerges.

5.Drug and Alcohol Policy

The utilization of drug and alcohol during and outside of work hours can introduce
critical safety risks and expenses to your business through wounds, truancy and lost
efficiency. A drug and alcohol policy can advance and keep a danger free workplace
while delineating the rights a business to test employees for drug-use.

6.Leave Policy

For organizations that experience occasional busy periods, a leave policy can be
incredibly significant. A leave policy can incorporate 'power outage' periods during
busy periods with expanded notification periods for employees applying for leave, to
guarantee you're not understaffed.

7. Grievance Policy
Most organizations should manage a working environment question eventually.
Having a grievance policy set up goes about as a significant device for employees to
understand what steps they ought to follow when handling an objection.

8. Execution Counselling and Discipline Policy

Execution management is a typical practice inside any business, yet can often be a
sensitive interaction. A policy will help you in leftover consistent with necessities of
procedural decency and give direction on how inadmissible conduct will be managed.

9. Internet and Email Policy

With the expanded utilization of innovation in organizations, it is essential to oversee

unseemly internet use. An internet and email policy will characterize what is wrong
utilization of company PCs and internet resources, just as the outcomes a
representative may look for penetrating the policy.

10. Web-based Media Policy

Web-based media use is quickly expanding and getting fused into our working lives.
A web-based media policy is fundamental for ensuring your company's standing,
particularly if employees list their work environment on their profiles. Via online
media, lines among professional and individual organizations can get obscured, so it
is a smart thought to tell employees that how they carry on via web-based media
ponders the business, and in this way will be controlled.

11. Privacy Policy

Bosses have a responsibility to protect the individual information of employees and

customers. Hence, organizations should have a policy set up articulating how their
private information is utilized and overseen. A privacy policy clarifies what
information is permitted to be unveiled and what is needed to remain private or inside
the dividers of the company. A privacy policy ought to incorporate worker health
records and individual information, for example, addresses, telephone numbers and
emails.