Originally conceived to handle personnel hiring and payment, the function now aligns closely with a company's strategic plan. To get the respect the department deserves, human resource managers need to respond to the challenges of lacking power, maintaining a delicate balance between management and employees, and handling the workforce in difficult circumstances.
The origins of workforce management lies in the arrangements made for the welfare of apprentices working with the master craftsmen in the putting out system that prevailed during the medieval ages. The industrial revolution that led to the establishment of factories displaced the putting out system.
The workers in the early factories faced long hours of works under extremely unhygienic conditions, and mostly lived in slums. This soon resulted in several labor riots, the most famous being Ludds riots of in Nottingham, England, precipitated by reduced wages.
The government soon intervened to provide basic rights and protections for workers, and the need to comply with such statutory regulations forced factory owners to set up a formal mechanism to look into workers wages and welfare, and redress other issues concerning labor.
This led to the emergence of Personnel Management as a distinct profession. Arising out of the need to enforce statutory compliance, it concerned itself primarily with employee record keeping adherence to the stated policies while implementing functions such as recruitment, training and wage administration taking welfare oriented measures such as providing medical care, vaccinations, housing facilities and the like attempting to increase productivity through wage increases and training, and enforcement of standards derived from work studies influenced by the scientific management approach promulgated by Frederick Taylor and the like dealing with trade unions and trying to solve industrial disputes through collective bargaining and other industrial relations approaches.
The Traditional Human Resource Approach The latter decades of the twentieth century saw the winds of change starting to affect the personnel management profession.
A host of new theories emerged based on this new behavioral perspective.
|Strategic human resource management: The evolution of the field - ScienceDirect||Evolution of HRM The evolution of the concept of Human Resource Management is presented below Period before industrial revolution — The society was primarily an agriculture economy with limited production.|
Government interventions led to the enactment of new legislations that guaranteed workers more rights. All these changed soon led to the transition from the administrative and passive Personnel Management approach to a more dynamic Human Resource Management approach. This new approach considered workers as valuable resources, a marked improvement from the earlier approach of considering them as mere cogs.
While Personnel Management was a strictly staff function, Human Resource management began to become an increasingly line management function, directly interlinked to the core business operations. The major changes in approach from Personnel Management vs Human Resource Management manifested in many ways.
Motivation took the shape of challenging work environment, free holidays, creating an active social community within the workforce, fringe benefits and the like, besides monetary incentives.
Wage and Salary Administration became more complex with the introduction of performance related pay, employee stock options and the like The report-card based performance appraisal systems become more proactive with new techniques such as Management by Objectives, degree appraisals and the like emphasis on leadership instead of managing Image Credit: Increased free market competition at global level and the proliferation of technology and knowledge based industries raised the importance of human resources, and from an obscure role a century ago, human resource management rose to become the most critical function of an enterprise.
The thrust of human resource management now lies in trying to align individual goals and objectives with corporate goals and objectives, and rather than enforce rules or dictate terms, act as a facilitator and promotes a participative approach.
These changes influenced Human Resources functions in many ways.Human Resource Management Human Resource Management in its simplest definition means management of organization’s manpower or workforce or human resources.
Evolution of HRM The evolution of the concept of Human Resource Management is presented below Period before industrial revolution - The society was primarily an . This learning module is divided into three classes and covers a brief history of American labor and the evolving function of human resource management.
The first class is an overview of American. The human resource management profession continues to evolve. Originally conceived to handle personnel hiring and payment, the function now aligns closely with a company's strategic plan.
Strategic human resource management: The evolution of the ﬁeld Mark L. Lengnick-Halla,⁎, Cynthia A.
Lengnick-Hallb, Leticia S. Andradeb, Brian Drakeb a Department of Management, College of Business, University of Texas at San Antonio, One UTSA Circle, San Antonio, TX , United States b University of Texas at San Antonio, United States article info abstract.
Strategic human resource management (SHRM) is a relatively new field, which has evolved out of the parent discipline of human resource management. Traditionally, the notion of HRM was treated as purely as an operational matter. The Strategic Human Resource Approach. The evolution of Human Resource Management took a new turn at the end of the century.
Increased free market competition at global level and the proliferation of technology and knowledge based industries raised the importance of human resources, and from an obscure role a century ago, human .