History of Human Resource Management
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| (Source: Blogger,2012) |
Personal Management was established at the end of the nineteenth century. This was centered on the welfare of workers in organisations at the time. The officers of the Personnel Department were referred to as "Welfare Officers" based on the tasks they completed. The main purpose of them was to pay salaries and manage employee difficulties, as well as to play a welfare role (Lasha and Zuzana, 2021, 3).
Employee loyalty to employers declined after the 1970s, as workers realized
they had a wide range of employment options. They no longer valued long-term
employment and devotion to the firm. As a result, organisations extended and
enhanced the responsibility of the personnel management department, which was
entrusted with finding solutions to the declining employee loyalty. Personnel
management became scientific and was founded on earlier research of
organisational behavior (HRM handbook, 2023).
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| Prof.Elton Mayo (Source: Psiologia, 2020) |
The notion of scientific management centered on the professional interaction between the employer and the employees in order to improve/increase productivity. F. W. Taylor (1856-1915) is widely considered as the founder of scientific management and a key figure in the efficiency movement. He supported scientific management techniques to increase industrial efficiency. Frederick Taylor began researching the 'one best way of doing things' at the turn of the 20th century, based on time and motion studies. He was able to significantly boost worker productivity using his research, and he authored many papers and a book on scientific management based on these experiments (Manashree, 2022)
The
following are the Frederick Taylor's four principles of scientific management:
·
Replacing rule of thumb with science.
·
Harmony, not conflict.
·
Cooperation, not individualism.
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Development of each and every person (Patrick, 2021).
(Source: Organisational communication channel, 2016)
Human
Resource Management in the 21st century has abandoned the traditional HR
landscape in favor of a more strategic and team-oriented approach. This means
that organisations can now collaborate as a liaison during the decision-making
process. Most organizations have entered a phase that has increased the
pressure on managers and leaders to guarantee that Human Resource Management is
successful and meets the demand for change now more than ever.(
I aim to
write about how to apply HRM theories in a real-world corporate context to
tackle identified HR challenges in the upcoming article. I welcome you to
continue reading my site for some critical thinking.
REFERENCES
British Library (2022) Business and management. [online] UK:national library. Available from https://www.bl.uk/people/elton-mayo [Accessed 21 March 2023].
Dessler, G. (2017) Human Resource Management. 15th edition. Boston: Pearson.
HRM
handbook (2023) HR Management in 70s and
80s of 20th Century. [online] Available from https://hrmhandbook.com/hrt/history/early-hr-management/ [Accessed
21 March 2023].
Lasha, A. and Zuzana, S. (2021) Human Resource Management Department Development and its Organizational Structures. Current Problems of the Corporate Sector,115(11)3. Available from https://www.shsconferences.org/articles/shsconf/pdf/2021/26/shsconf_appsconf2021_03001.pdf [Accessed 21 March 2023].
Manashree, C. (2022) Evolution of Human Resource Management (HRM). [online] Available from https://www.economicsdiscussion.net/human-resource-management/evolution-of-human-resource-management-hrm/3146[Accessed 21 March 2023].
Patrick, W. (2021) Frederick Taylor’s Principles of Scientific Management Theory. [online] California:NanoGlobals. Available from https://nanoglobals.com/glossary/scientific-management-theory-of-frederick-taylor/#:~:text=Harmony%2C%20not%20discord.,%5D%20greatest%20efficiency%20and%20prosperity.%E2%80%9D [Accessed 21 March 2023].
Regent business school Blog (2021) A 21st Century Approach to Human Resource Management. [blog entry] 29 November. Southern Africa:Regent business school. Available from https://regent.ac.za/blog/a-21st-century-approach-to-human-resource-management [Accessed 21 March 2023].
The Borgen Project (2003) Introduction to Human Resources Management. [online] Washington:The Borgen Project.Available from https://borgenproject.org/topic-1-introduction-to-human-resources-management/#:~:text=Human%20Resource%20Management%20was%20originally,any%20organization%20and%20its%20management [Accessed 21 March 2023].
Evolution of the HRM concept is widely explained.
ReplyDeleteManagers and leaders who direct the team (or other employees) have a responsibility to maintain a proper HRM in their organisation even though there could be a separate HRM team exiting. Do you agree?
Thank you, Kabilashini, for bringing up a legitimate point. The companies carry out a variety of practical tasks. Managers or leaders guide the team to achieve objectives in those practical tasks. However, the significance of HRM division in organisations is working as a separate team to gather, teach, evaluate, and reward employees, as well as respond to their labor relations, health and safety, and justice concerns. (Dessler, 2020).
DeleteDetail study and as a member of the Harvard study team, Elton Mayo participated in the Hawthorne Studies to assist with the illumination experiment. Mayo learned from the Hawthorne trials that productivity was not solely driven by financial incentives. On the other hand, some elements that boosted output were social and environmental, Elton Mayo is known as the founder of human relations management (HRM)
ReplyDeleteThank you very much, Asanka.Your comment was well taken. At Western Electric's Hawthorne plant, Professor George Elton Mayo found that employee involvement in decisions, rather than short-term rewards, increased work satisfaction. (British Library, 2022).
DeleteValuable article about History of HRM , According to Rosenberger,R.(2014) Human resource management (HRM) in Germany at the beginning of the 21st century is a well-established science-based expert culture. Its broad goal is to effectively integrate individuals into work organizations. This expert culture is professionally institutionalized inside business enterprises, universities, and government and other non-profit institutions. It comes with its own ideational system of references and guiding principles as well as an acknowledged ensemble of knowledge-based procedures and methods. What this chapter makes clear, however, is that German HRM has not always been like this. Into the 1950s human resource departments in Western Germany’s major corporations fulfilled mostly administrative functions and neither created, shaped, nor managed anything. Similarly, at the universities there was no link-up of the subject “human resources” to the academic disciplines such as business administration and psychology. Also, no professional association existed to represent and negotiate the interests of HRM to the outside. In comparison with the status of human resource management in other liberal, democratic and capitalist societies, the development of HRM in Germany appears to have been delayed. But is this actually the case? And if so, what are the reasons? And what have been the consequences of this specific development of HRM in Germany? The following account of HRM’s history in Germany from its beginning at the end of the 19th century up to the present gives answers to these questions.
ReplyDeleteThank you Ridma,Despite its clear importance for successful policy implementation, HRM reform has gotten little attention in Germany. Despite a global tendency toward merging of public and private HRM strategies and practices, labor management in German public administration remains mainly conventional and bureaucratic. This chapter explains and analyzes German practices related to the core functions and components of human resource management (HRM), such as planning, employment, training, and leadership.It also examines the significance and impact of public service motivation, performance-related payment, and diversity management in the framework of German practices. In view of modern issues such as population growth, digital transformation, and organisational development skills, the chapter ends by highlighting some of the main paradoxes of German HRM.
DeleteThis is very interesting article of history. The history of Human Resource Management (HRM) begins around the end of the 19th century, when welfare officers (sometimes called 'welfare secretaries') came into being. They were women and involved with the protection of women and girls. Their creation was a reaction to the: Harshness of industrial conditions. Summing up, with the three important stages for growth of HRM are:- 1. Labor Welfare Stage 2. Personnel Management Stage and 3. HRM Stage . Past HRM: Involves with recruitment & selection, Compensation & benefits and employee relations. Present HRM: Involves job analysis, recruitment & selection, orientation, training & development, performance management, talent management, organization development, employee relation and compensation management.
ReplyDeleteI welcome your comments. From the welfare officers of the late 19th century to the present, when HRM encompasses a broad variety of activities including job analysis, talent management, and performance management, it's intriguing to observe how HRM has developed through time. The function of HRM in managing human capital has evolved and increased along with organizations. It will be fascinating to observe how HRM develops going forward and how it adjusts to shifting company demands and labor market developments.
DeleteI think, discussed on History and evaluation of HRM are highly important, and interesting, I need to add a few highlighted points, Here I need to add a few great persons who did a great role in HRM,
ReplyDeleteElton Mayo is known as the father of HRM, Dave Ulrich is popular as the modern father of HRM, and Michael Armstrong is a professor who contributed to writing books and articles on the HRM side.
When discussing the Sri Lankan point of view Professor HHDNP Opatha, generally called Professor Opatha, doing a great role in HRM. further, he is the first Professor in HRM in Sri Lanka and the first Senior Professor and Chair of HRM in Sri Lanka. and He pioneered several texts and scholarly books and some research articles in HRM in Sri Lanka and a set of locally and globally recognized theoretical formulations in HRM.
As discussed in the article, the importance of HR has gradually enhanced with the current competitiveness of the business and globalization, here Most of the well-established multinational business has invested a large number of funds towards smoothly running Human resources and its practices,
because previously we can observe the personal or welfare management rather than managing the human capital,
Thank you for sharing your thoughts and insights on the history and evaluation of HRM. It's great to hear about the contributions of Elton Mayo, Dave Ulrich, Michael Armstrong, and Professor Opatha to the field of HRM. It's true that the importance of HR has grown significantly with the rise of globalisation and increased competition in the business world. It's encouraging to see that many multinational companies are investing heavily in HR to ensure the smooth functioning of their human resources practices.
DeleteHuman resource management developed in response to the substantial increase in competitive pressures American businesses organization's began experiencing by the late 1970s as a result of such factors as globalisation, deregulation and rapid technological change. These pressure gave rise to an enhanced concern the part of firms to engage in strategic planning. Inside of the historical background of human resource management you can mention about Industrial welfare, recruitment and selection. Interesting article.
ReplyDeleteThank you for sharing your thoughts on the development of human resource management in response to the competitive pressures faced by American businesses in the late 1970s. The emergence of HRM as a strategic function can indeed be attributed to factors such as globalisation, deregulation, and rapid technological change (Jackson & Schuler, 1995).
DeleteHowever, it is important to note that the origins of HRM can be traced back to the early 20th century, with the emergence of Industrial Welfare as a way to address employee needs and improve working conditions (Kaufman, 2013). This approach later evolved into Personnel Management, which focused on the administrative aspects of managing employees such as recruitment and selection (Budhwar & Debrah, 2001).