He has spent about half his work life in HR roles, most often in workforce development. And he would not be that much different from the man holding the job a generation earlier. While the face of corporate human resources departments is changing as more women and more executives with international expertise ascend to the top HR positions, predictions that HR leaders would increasingly come to their jobs with broad and diverse front-line management experience have failed to come true. Compared to a decade ago, they are even more likely to have begun their career in HR and spent most of their time there.
How Has It Evolved? 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.
A host of new theories emerged based on this new behavioral perspective. 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.
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.Recruiting software has become more advanced and cost-effective, big data has become a centerpiece of talent management, and marks the first year that millennials represent a majority of the American workforce, a generation that makes career decisions differently than previous ones.
“It’s a perfect storm,” said Bounds, and one that he believes will lead to drastic changes in the role of human resources . The role of human resources has been evolving for some time.
The shift from "personnel" to "human resources," for example, was part of the movement to acknowledge the value of employees as an organizational resource, and was an attempt to remove some of the stigma that was coming to be associated with slow, bureaucratic personnel departments.
The Four Main Stages of How HR Has Evolved Over the Years by Julie Davoren HR functions have evolved from handling administrative issues to directing strategies. For the time being HR is about human resource management, but as the technology develops the role will most likely shift more towards human information management.
The grim scenario in which machines tell someone what to do is slightly sci-fi at the moment, and it .
First, let’s look at how Human Resource Management has changed over the past 40 years, taking us from the past traditional view of HRM to the present 21st-century view of HRM. Past View of HRM. The Four Main Stages of How HR Has Evolved Over the Years HR departments changed again to adapt to the information age and stay above the manpower challenges.
The Impact Of Strategic Human Resource Management On Organizational Performance profitable company or a healthy economy is the productivity of the workforce. What is important to recognize is why success through human resources can be sustained and cannot readily be imitated by competitors. "How Has The Role Of Human Resource Management Changed Over The Past 25 Years" Essays and Research Papers How Has The Role Of Human Resource Management Changed Over The Past 25 Years Burennemekh Marc Hamilton Management Practices 17 October FNA The world has changed in many ways over the past years, and it will continue to change in the future. Cooper is encouraged, in light of the profession’s achievements over the past 25 years, that “this is the direction we’re now going.” The heart of the business So there is much to be proud of over the last quarter century of HR.
The Role of Human Resource.