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.
Strategic HRM focuses on actions that differentiate the organization from its competitors and aims to make long term impact on the success of organization.
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.
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.
This led to increased attention on optimizing the workforce. These top two quadrants describe strategic planning and how the HR department influences the rest of the company. Motivation and employee benefits Training and development of workforce Performance related salaries and appraisals.
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: These changes influenced Human Resources functions in many ways.
Today, as fewer unions exist, most companies do not have an industrial relations function. Various studies were released and many experiments were conducted during this period which gave HRM altogether a new meaning and importance.
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.
Personnel administrative tasks focused on completing paperwork to prevent this. This led to the emergence of Personnel Management as a distinct profession. For over 25 years she has developed quality training materials for a variety of products and services supporting such companies as Digital Equipment Corporation, Compaq and HP.
A brief overview of major theories release during this period is presented below Frederick W. The industrial revolution that led to the establishment of factories displaced the putting out system.
These two lower quadrants reflect a day-to-day operational focus in the organization. Personnel Administration After World War II, in the s, personnel administration focused on efficiency improvements.
Period of industrial revolution to — Industrial revolution marked the conversion of economy from agriculture based to industry based. A host of new theories emerged based on this new behavioral perspective.
Today, this function involves negotiating and administering collective-bargaining agreements with unions as well as providing training, support and advice to managers and supervisors on labor issues.
In the upper-right quadrant, organizational design and workforce planning experts work with business managers. Roadmap to Strategic HR: Additionally, the use of computers led to the rise of automated procedures and Web-based HR systems.
The workers in the early factories faced long hours of works under extremely unhygienic conditions, and mostly lived in slums. Human Resources In the s, human resource management included the application of new theories related to change management, motivation and team building.
This soon resulted in several labor riots, the most famous being Ludds riots of in Nottingham, England, precipitated by reduced wages. Some of the major activities of HR department are listed as- Recruitment and selection of skilled workforce.
It also included recruiting, hiring, training and assessing workers.
Communication channel were limited. 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 new approach considered workers as valuable resources, a marked improvement from the earlier approach of considering them as mere cogs.
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.
Currently, HR departments focus less on the transactional operations of personnel administration and pay more attention to recruiting the right employees, training and developing the workforce and managing performance.
Number of specialized crafts was limited and was usually carried out within a village or community with apprentices assisting the master craftsmen.
This field concentrates on developing scientific knowledge, solving problems and dealing with ethical issues. Failure to comply with regulations put companies at risk.
Modernization and increased means if communication gave way to industrial setup. How Has It Evolved? When disputes arose, mediators intervened to solve problems. During the s, this function evolved to ensure legal compliance.
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.The Evolution of Human Resource Management By Sandy Reed, SPHR, and Myrna L.
Gusdorf, MBA, SPHR that continue to shape today’s HR management in its current strategic role. the evolution. Strategic Human Resource Management The 21st Century approach is that of Strategic Human Resource which aligns employee individual goals and objectives with corporate goals and objectives rather than enforce rules or dictates terms, acts as a facilitator and promotes a participative approach.
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. To get. 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. According to Armstrong () Human Resource Management (HRM) is defined as a strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively contribute to the achievement of its objectives.
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 .Download