Every organisation tends to become leading organisation in its areas of operations. It can only be achieved by successful management of its finance, sales & marketing, technology and human resources. The term ‘‘Human Resource Management’’ is very broad function in today’s world. There have been significant changes since formation of HRM.
Before the industrial mutiny, mentors and trainees used to work with close relationship during their learning of particular activities or trade. Most of the times trainees were required to live on working premises or at given accommodations by their mentors and if trainees were ill or hurt during their learning, it was guru’s responsibility to restore that trainee’s health and wealth. During late 1800s average blue-collar workers were having low job pays, tedious and unsafe working conditions. Employers were finding it really tough to hire and hang on to employees because of pitiable working environment. This resulted into rising concern about wages, safety and maximum working hours with most of the workers were diverting from farmland to factories in urban areas and started to shield their interests and appropriate standards of living. This has forced government to step into to give workers fundamental rights. Employers became sentient about the fact that they can’t progress with dissatisfy workforce and there is potential need of separate management department named ‘‘Personnel Management’’. Such department has grown over period of time with changes in employment legislations and on occurrence of unfavourable situations and eventually became known as ‘‘Human Resource Management’’. (HR magazine, Michael Losey)
As stated earlier that HRM is wide term in practice let’s see what does it comprise in it and how deep the terminology is in today’s world with emerging challenges towards it.
Recruitment and selection is most vital base function of HRM activities. Success or failure of an organisation can be highly dominated by...
