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Human Resource Management & Its Evolution-MBA TOPIC

Human Resource Management & Its Evolution

 MBA TOPIC| #1. Meaning of Human Resource Management:
Organization is created by individuals and organizations work with the help of individuals. There is no existence of organization without individuals. Human currency, goods, machines, etc. are collected and used by human resources. Hence human resources are very important for an organization.(MBA TOPIC)
Human Resource Management & Its Evolution,MBAtopic in 2019,,MBA topic
Human resources from the national perspective can be defined as knowledge, skills, creative abilities, qualities, etc. But from organizational thinking human resources are taken from 'people on the job'.

The characteristics of human resources are as follows:
(i) Human resources are dynamic and behave differently.
(ii) Human resources are included in a large number of people who have different identities, different personalities & needs.
(iii) Human resources is an integral part of the organization because efficient use of other resources depends on the eligibility of human resources. So they are called human property or human capital.
(iv) Human resources have the ability to move forward if they provide the appropriate environment, environment.
(v) The term 'human resources' is more effective than the term and the term is more comprehensive.

#2. Evolution of Human Resource Management:
The concept of human resources management (HRM) is going through a revolution in India which has gone through different dimensions of development. Early introduction of early twentieth century was the end of exploitation which was called 'Sweated Industries'.

As a result, various statutory measures were implemented by the Governments so that the protection of employees against exploitation could be provided. It gave rise to Welfarism as an egoistic ideology in the management of human resources.

In subsequent developments, many telescopic service providers showed a positive attitude towards welfare and provided welfare facilities even beyond the statutory provisions. Such liberal behavior gave rise to a kind of patriarchism in Indian managers.

Its best example is Sir Jamshedji Tata who has care his employees as his children. Appointment of Welfare Officers under the Factory Act and many other legal measures led to a new profession in India.

The changes that took place in the middle of the twentieth century led many such initiatives in the institutions which demanded for a superior officer than the welfare officers who could handle recruitment, labor-power planning, discipline and many other roles.

This was the second stage in which the profession of the Sevvidi Officer was started in many organizations. In many industries the role of Personnel Officer and Welfare Officer was added. In this phase, in the field of industrial relations, many legislation became, in particular, as a solution to labor disputes and in the form of permanent orders to run organizations.

All these legislative measures demanded of professionals who could handle industrial relations well. As a result, the Industrial Relations and Welfare Department was established in many remote companies and they were brought under a complete Personnel Department.(MBA TOPIC)

In the public sector steel industry of India, Personnel Departments were established in these two branches. Work on this model was also done in many other industries. Many practical and technological changes were thought of in the management of human resources after going through the seventies.

The so called human resources and welfare work was increased so that it included motivational schemes to improve practical and motivational systems, assessment assessment mechanisms, management according to purpose (MBOs) and employees' achievement.

During this period in a dramatic development, the management suddenly became alert about work culture and work values. As a result of work done by people like Edgar H. Schien, the concept of 'Concept of Culture' has been strengthened.

Accepted, shared organizational beliefs and values ​​accepted during a time period from the culture (Shared Organizational Beliefs and Values Accepted over a Period of Time). Human resources management seems to be related to the depth to take steps to bring about changes in the work environment so that a right environment can be created to get the best results.

Construction of the key areas of human resources management while following these developments, anyone can understand the formula of human resource management in India, which today has a much more close relationship than the management of human capital in the industry.(MBA TOPIC)

Today HRM can be defined as the art and science of optimum utilization of the human potentials employed in an organization. Hence the objectives of human resources management are arranged to get the highest motivation of the employees to get the desired results of an organization.

 HRM Professionals are expected to collect practical, legal, information technology and creative tactics to carry out their tasks. An HRM Professional is a Specialist, not a Generalist.

He needs to develop these tactics through increasing knowledge in different scriptures. Organizational behavior will remain the backbone of human resource management, while the new dimensions are being developed in the use of Group , Team Building and Information Management.

For more details about HRM. VISIT- List of  HUMAN RESOURCE MANAGEMENT
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