EVOLUTION OF HUMAN RESOURCE MANAGEMENT

 

Evolution of HRM over the period of time is important for understanding the philosophy, functions, and practices of HRM that are followed in different situations so that relevant HRM practices are evolved in the present situation.

Human Resource Management (HRM) is relatively a very recent term considered for managing human resources in an organization. 

EVOLUTION OF HUMAN RESOURCE MANAGEMENT

 

In 19^th century Industrial revolution comprises of the development of machinery, usage of mechanical energy and the existence of the concept of the factory with ample manpower. The old cottage system was replaced by the factory system. Under this system, there were various changes introduced such as the mechanical process, migration of workers from their place to other places and communication between the workers and the owners. Three systems of HRM were introduced under this system such as the hiring of workers, training and controlling them properly. The master-servant philosophy was used to keep control over these workers.

 

Close to the 19^th century in Trade Union Movement With the emergence of the factory system, the workers started to establish their own union on the basis of their common interest which was named as Trade Unions. The basic aim behind these associations was to protect the interest of the members and deal with the grievances of the workers that may arise due to child labor, long hours of work and pathetic working conditions.Other working issues also became prevalent such as economic issues, fewer wages, worker’s benefits and other services. To give a backfire to these problems, the Trade Union did strikes, slowdowns, walkouts, boycott and so on as their underlined weapon. All these issues reflected the need for employee Grievance handling system, disciplinary practices; expand the benefits of employees, holidays and vacation time and defensible structure for a wage.

 

Beginning of the 20^th century a humanistic, as well as paternalistic approach Social Responsibility Era was adopted towards the factory workers. At the short note, it signifies that the worker is like a child for their owner and the owner is the father who took care of the entire labor.Some additional facilities and concessions are given to the labor by the industrialists who were working on this policy such minimize the hours of working, improved working conditions, shelters to workers and so on. This is a social approach that was adopted to combat the problem of workers and it is considered as a welfare scheme to control the workers.

Taylor started looking for some technical approaches to increase the worker’s productivity at the beginning of the 20^th century. He wrote some of the scientific techniques that are relevant to manage the workforce. The management of the workers is relevant to the scientific management techniques such as functional foremanship, standardization and simplification of work and differential wage rate system.

 

some of the principles of Scientific Management are given below

 

Replacement of rule of thumb with science

Not conflicts but only harmony

Cooperation and say no to individualism

Growth of each worker

More focus was put on the human factor at work and what affected the people’s behavior during the 1920’s. During this Human Relations Era it was highly recommended to use psychology while doing personnel testing, interviewing, attitude measurement as well as learning also.Basically, the period was defined as “Industrial Psychological Era” in the year 1924. After conducted deep research by the professors of Harvard Business School, it was observed that the productivity of the workers depends on social factors at work, formation and influence of groups, the nature of leadership and supervision and communication. It was concluded that the management ought to maintain human relations at work along with physical conditions to increase productivity.
On the contrary 1950 to the happy workers are good workers, the behavioral scientists suggesting that the behavior of a human be the highlighted aspect. Various research methodologies are used to comprehend the nature of the job as well as people in the working atmosphere.

 

These are some of the major conclusions made by the behavioral science era that are given below:

 

People like their work but there is a need to establish some goals so that they can work proerly to achieve them in a timely manner. It also increases their job satisfacion

Employee genarate maxmum creativity as compare to how much it is needed.But their potential is not utilized in a good manner

Usage of the untapped potential of an employee is duty of managers

An environment ought to be created so that people can contribute in the best possble way and this must be done by the manager

The expansion of subordinate's influence, self-direction and self-control can improve the operating efficiency

 

1960 onwards systems and Contingency Approach era, is seeking a high level of attention. It is a cooperated approach that signifies the empirical data to manage the human resources. It is attached with a huge idea of analyzing the objects that must depend on the analysis involving simultaneous variables that are mutually dependent on each other.

1980 0nwards a huge number of people started working in factories when there was a replacement of the old cottage system with the factory system. Then, there was a need for hiring, developing and keeping an eye over the workers. With this intention, the department of industrial relations emerged in most of the big business firms.
By the time, the scope of the industrial relations department was extended as the conflicts arose between the supervisory staff too. Then, it was renamed as Personnel department.
With the increasing competition within the business sector, the competition for talent, skills, abilities and knowledge also touched the sky and it reflected the need for the good human management team. Further, the manpower was considered as socio-psychological beings for the achievement of organizational goals, not as physiological beings. It changed the nomenclature of the personnel department and sheds light on the Human Resource Department.

With the sway of all these advancements in the area of Human Resource Department, the largest professional association also changed the name from American Society for Personnel Administration to the Society for Human Resource Management in the year 1990. In addition to this, the academic studies named as “Personnel Management” also converted to “Human Resource Management”. Now, the department of Human Resource is of great value for any organization whether it is big or small.

So it was all about Evolution and History of Human Resource Management. If you liked it then please comment below.

References
https://101hrm.com/evolution-of-human-resource-management/
https://www.youtube.com/watch?v=Kxc8KceOb14
https://www.youtube.com/watch?v=M1-v8ObpZzg