History of Human Resource Management

The Human Resource Management History is the systematic and clear approach to managing
one of the most important assets of the organization-people that contribute individually and
collectively to the accomplishment of the goals of the company. Human Resource Management
is both a academic and commercial theory which focuses on the theoretical and practical
approaches to managing personnel. The human resources management was developed in the
early 1900s. When less labor was involved, more work was done with machinery. Frederick
Taylor began this trend when he wrote a book called ' The Principles of Scientific Management '
about it. The book claimed, "The main purpose of management should be to achieve maximum
employer prosperity coupled with maximum prosperity for each employee.” Taylor believed that
management should use scientists ' strategies for studying and assessing job skills to improve
workplace efficiencies. The industrial welfare movement also came about the same time. This
was usually a voluntary effort by employers to improve the conditions in their factories.
Area of HRM:
• Human resource auditing
• Human resource strategic planning
• Human resource planning
• Manpower planning
• Recruitment / selection
• Induction
• Orientation
• Training
• Management development
• Compensation development
• Performance appraisals
• Performance management
• Career planning / development
• Coaching
• Counseling’s
• Staff amenities planning
• Event management
• Succession planning
• Talent management
• Safety management
• Staff communication
•Reward
Responsibility of HR department in large organization

Position Job Responsibilities

HR Executive committee, organization planning, HR planning & policy,

Organization development

Manager, recruitment Manager, recruitment & employment

& employment

Manager , Job analysis and evaluation, surveys, Performance appraisal,

compensation & compensation administration, bonus, Profit sharing plans, Employee
benefits benefits.

Manager, Training & Orientation, Training, Management development, Career Planning &
Development development

Manager, Employee EEO relations, contract compliance, staff assistance programs,

relations Employee counseling.

Recruitment
Recruitment refers to the process of attracting and screening skilled persons for jobs in a
company or organization. It is carried out by recruiters. It can carried out by an employment
agency or employees of the company or organization, who are looking for recruits.
Job analysis
The recuitmrnt process start with job analysis. The information on the job analysis is included in
a job description and provides the recruitment effort with search boundary and goals. In many
cases, a company has job descriptions representing a historical collection of previous tasks.
These job descriptions must be reviewed or updated in order to reflect current requirements
before a recruitment effort. The recruitment effort starts on an accurate job analysis and job
description to ensure the success of the recruitment effort.

Sourcing
Internal sources:
The most common internal sources of internal recruitment are
1. Personal recommendations
2. Notice boards
3. Newsletters
4.Memoranda

1. Personal recommendations
Current employees may well know their friends or relatives or colleagues who could fill the
vacancy successfully.The strategy may be very successful recruiting strategies, but will almost
definitely annoy many employees who wanted to be considered for the job.In this method HR
department should ensure potentially appropriate employees can apply for the service.
2.Notice Boards
It is the easy method of passing on important messages to the current employees about the vacant
position . A job advertisement pinned to a notice board will probably be seen and read by a
sufficient number of appropriate employees at little or no cost. However many of the staff will
probably not learn of the vacancy in this way either because the notice board poorly located or is
full of out dated notices that they don’t bother to look at it, as they assume there is nothing new
to find out. A notice board must be ensured that it is well sited. Wherever it is been placed it
should be certain that it is seen by every one. It means there must be equal opportunity to see it
and this happens when they know that just important topical notices are on display. Attention
must be paid to the design and contents of the notice if it is to catch the eye and make the
employee read on and then want to apply for the job.
3)Newsletters
Regularly, many companies generate in-house newsletters, magazines or newspapers to read. It
is hoped that all employees read the latest company newsletter carefully, ensuring everyone is
aware of the employment opportunity advertised. Unfortunately, that's not always the case, as it
is sometimes not widely circulated and employees can find it boring and decide not to read it. If
the newsletter is persuaded that everyone will see a copy it is useful as the recruitment source.
4.Memorandum
Possibly the best way of circulating news of the job vacancy is to send memorandum to
department managers to read out to the teams or to write all employees perhaps enclosing
memorandum in wage packets if appropriate. However it can be a time consuming process to
contact staff individually, especially if there is a large work force. It should also be kept in mind
as to in which way the memorandum is phrased out so that the job appeals to likely applicants.

External sources:
There are many sources to recruit from outside the company.
1. Notices
2. Online job advertisement
3. Job centers
4. Private agencies and consultants
5. Education institutions
6. The press

Two or three points are discussed below.

2) Notices
Displaying notices in and around business premises is a simple and often overlooked method of
advertising a job vacancy. They should be seen by a large number of passersby, some actively
looking for work. It can also be inexpensive with a notice varying from a carefully hand written
postcard up to a professionally produced poster. Pay attention to the appearance and contents of
the notice if it is intended that it is applied by the right people.

Online job Advertisement

E-recruitment has been an issue of interest over the past ten years. Internet is considered as the
latest tool in hiring. It is a real revolution spreading over the world of job hunting & hiring. The
term online recruitment, e-recruitment, cyber cruting, or internet recruiting, imply the formal
sourcing of job information online.[ref- Kapse, A. S., Patil, V. S., & Patil, N. V. (2012). E-recruitment.
International Journal of Engineering and Advanced Technology, 1(4), 82-86.]

3) Job Centers
Most large towns have a job center which offers employers a free recruitment service, trying to
match their vacancies to job seekers. Staff will note information about a post and the types of
person sought and then advertise the vacancy of notice boards within their premises. Job center
employees can further help if requested to do so by issuing and assessing application forms and
thus weeding out those applicants who are obviously unsuitable for the position. Short listed
candidates are then sent out for the employer to interview on his business premises.

Recruiting internally and externally

Internal Recruiting
Recruitment from current employees provides numerous advantages.Through interacting with
employees on a daily basis,organizations can accurately assess their strengths and weaknesses
and choose the individual best suited for the particular job.The workers would feel important and
respected if the corporation hires from in-house departments, as they tend to be contacted
explicitly wherever a vacancy exists.They will improve their work rates and efficiency when
they know that they have employment opportunities if they work industriously and effectively.
Though every method has its own advantages and disadvantages. .
Advantages:
1. It improves workplace integrity.
2. Existing employees can do better than the external employee. Because they know the
organization working conditions better than the external job seeker.
3. It encourages employee loyalty because it gives them a sense of job safety and
advancement opportunities.
4. It can be faster and cheaper

Disadvantage:
1. Possible morale problems among those not selected
 2. There is nothing fresh about creativity but which is very important for organization
growth.
3. Promotions are usually based on seniority so the danger is that genuinely skilled hands
cannot be selected.

External Recruiting: