Stages of Evolution of Human Resource Management

Here we are explaining Stages of Evolution of Human Resource Management in a simplest way. There are various stages involved in Evolution of HRM. When we go through many books or reference we get confused as the data or stages varied in each content. Hence here, after considering varied reliable references we are giving you with such content which is found to be common in most of the available resources. So, you can refer this content to get to know the stages of  Evolution of HRM. 


Among the 5 ‘m’ of management HR is the only living M and without the co-ordination of which, other ‘M’ cannot work effectively. If we manage this Human Resource properly you can get efficient outcome from other non human resources. Hence it is necessary for every person in the organization to know the concept and importance of human resource management.

Meaning of Human Resource Management:-

“HRM involves all mgmt. decisions & actions that affect the relationship between the organization & employees –its human resource.”


Human Resource management is considered as one of the crucial task of any organization in today’s competitive environment. But the history about how this concept of HRM is evolved or gained its importance is very interesting. Let us discuss the evolution of HRM here.

In starting of 19th century there was a boom in industrialization which influences the need of personal management. But there was no separate department to take care of labour problems except welfare officers that too who care about women & children only.

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During the 1st world was there was a expected growth for Personnel Management. The welfare officers were increased. During this period the women were recruited in large numbers as most of the men were joint the militaries

The first phase of labour management came in 1920 in factories to handle absenteeism etc

In mid of 1920’s to 1930’s there were employer who care their employees well being by themselves e.g. Tata steel in Jamshedpur.

In between 2nd world war the personnel management faced an improving stage because the government has to produce large war material then personnel department worked in full time basis.

After independence the Role of Personnel management becomes inevitable in Industries it played functions like Collective Bargaining, Industrial Relations, HR Policies etc

In 1930’s the HRM started due to various reason like

1. View Point about doing works

2. Legislative frame work

3. Government policies

4. Trade unions.

5. Concepts in management

6. Change in economy

In 1990 government of various countries liberalized their policy due to which the human started moving from one nation to another. So the need for HRM evolved as cross culture took place. Due to this the recruitment becomes more specific were in selection is based on talent regardless of nationality.

Stages of Evolution of HRM in India

The Evolution of human resource management in India can be summarized as

Period  Development Status Emphasis on  Status
1920 – 1930 Beginning Statutory Welfare Clerical
1940 – 1960  Struggling for recognition Introduction of Techniques Administrative
1970 – 1980 Achieving Superiority Regulatory Conforming Imposition of std on other functions  Managerial
1990s  Promising Human Values  Executive
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Apart from this it could be said that HRM had to cross various phases before reaching to this responsible position like Industrial Revolution Era – Scientific Management Era – Paternalistic Era – Industrial Psychology Era –Human Relations Era – Behavioural Science Era –Personnel Specialists Era –Welfare Era etc..

There are many people in the field of management who were contributed to the development of HRM by the various researches conducted by them or theory proposed by them to name few FW Taylor , Robert Owen , Hugo Munsterberg , Maslow, Herzberg, Elton Mayo etc…

The human resource management at different phases is been named differently such as Personnel management, Industrial Relation department, Human Resources management, Human Resources Development, Human Capital Management, Strategic Human Resources Management respectively

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