Approaches To Human Resource Management
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APPROACHES OF HUMAN RESOURCE MANAGEMENT
SYNOPSIS
Introduction Definition Approaches Conclusion
Introduction Human resources is one of the most valuable and unique assets of an organization In the words of León “the term human resources refers to the total knowledge , skills, creative abilities, talents and aptitudes of an organization work force and individual”
Definition According to Ivancevich “ personal /human resource management is the function performed in organization that facilitates the most effective use of people to achieve organizational and individual goals”
Approaches
Industrial revolution Scientific management approach
Human relations approach
Human resource approach
INDUSTRIAL REVOLUTION
The momentum for the industrial revolution grew through the 17th century.
Agriculture methods were continuously improving which resulted in surplus and that surplus used for trade.
This created the need for improving work methods like
Productivity Quality Quantity , which led to the beginning of industrial revolution
During this period we have some important contributors In the field of business organizations
Adam smith Charles Babbage Robert Owen
Division of labor
Adam smith
He wrote about economic advantages of division of labor. Results of division of labor The development of skills Time saving The possibility of using specialized tools
Adam smith
Charles Babbage
In 1832 he examined and expanded the division of labor in his work
Robert Owenown emphasized
on human aspects in management and advocated on number of benefits to employees
Concentrated on developing concepts relating to effective utilization of resources at the shop floor level
Robert own
Scientific management approach In early 1900 most of the business owners and managers believed that if employees were to be effectively managed, they had to be constantly supervised and forced to work. Employees were considered to be equal in terms of productivity. F. w. Taylor, is considered as father of scientific management
He focused on Study of motions that were required for each job the tools used and time needed to accomplish each task.
If workers out put exceeded the standard output they were given additional incentive pay.
time and motion studies replaced rule -of – thumb.
Managers embraced the concept of “economic man”
Human relations approach
The Hawthorne studies , conducted during 1930’s and 1940’s by Elton mayo.
The result suggested that employee productivity was effected not only by economic rewards but also by certain social and psychological factors.
unions played a vital role
Although the HRA was successful in improving the work environment , it was not successful in increasing their productivity and improving job satisfaction. Reasons Ø oversimplified concept Ø It did not recognize individual difference. Ø Failed to recognize others factors like job structure, performance management, career planning & development.
Human resource approach Organizations have now adopted the human resource approach, which treats the organizational goals and employee needs as mutable and compatible.
It is based on number of principles
Employees are assets to an organization.
polices, programs and practices must cater to the needs of employees and should help them in their work and also in their personal development.
Encourage employees to develop their knowledge and skills for the benefit of the organization.
Human resource approach
SYNOPSIS
Introduction Definition Approaches Conclusion
Introduction Human resources is one of the most valuable and unique assets of an organization In the words of León “the term human resources refers to the total knowledge , skills, creative abilities, talents and aptitudes of an organization work force and individual”
Definition According to Ivancevich “ personal /human resource management is the function performed in organization that facilitates the most effective use of people to achieve organizational and individual goals”
Approaches
Industrial revolution Scientific management approach
Human relations approach
Human resource approach
INDUSTRIAL REVOLUTION
The momentum for the industrial revolution grew through the 17th century.
Agriculture methods were continuously improving which resulted in surplus and that surplus used for trade.
This created the need for improving work methods like
Productivity Quality Quantity , which led to the beginning of industrial revolution
During this period we have some important contributors In the field of business organizations
Adam smith Charles Babbage Robert Owen
Division of labor
Adam smith
He wrote about economic advantages of division of labor. Results of division of labor The development of skills Time saving The possibility of using specialized tools
Adam smith
Charles Babbage
In 1832 he examined and expanded the division of labor in his work
Robert Owenown emphasized
on human aspects in management and advocated on number of benefits to employees
Concentrated on developing concepts relating to effective utilization of resources at the shop floor level
Robert own
Scientific management approach In early 1900 most of the business owners and managers believed that if employees were to be effectively managed, they had to be constantly supervised and forced to work. Employees were considered to be equal in terms of productivity. F. w. Taylor, is considered as father of scientific management
He focused on Study of motions that were required for each job the tools used and time needed to accomplish each task.
If workers out put exceeded the standard output they were given additional incentive pay.
time and motion studies replaced rule -of – thumb.
Managers embraced the concept of “economic man”
Human relations approach
The Hawthorne studies , conducted during 1930’s and 1940’s by Elton mayo.
The result suggested that employee productivity was effected not only by economic rewards but also by certain social and psychological factors.
unions played a vital role
Although the HRA was successful in improving the work environment , it was not successful in increasing their productivity and improving job satisfaction. Reasons Ø oversimplified concept Ø It did not recognize individual difference. Ø Failed to recognize others factors like job structure, performance management, career planning & development.
Human resource approach Organizations have now adopted the human resource approach, which treats the organizational goals and employee needs as mutable and compatible.
It is based on number of principles
Employees are assets to an organization.
polices, programs and practices must cater to the needs of employees and should help them in their work and also in their personal development.
Encourage employees to develop their knowledge and skills for the benefit of the organization.
Human resource approach
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