HR Management History
Figure 1 History of HRM
The
modern history of Human Resources as we know it starts with the British
Industrial Revolution. The foundation of large factories increased a demand for
the workforce significantly. It was in the 18th century, and it is the moment
when the evolution of new people management practices begins. It is the
important landmark in the history of Human Resources. The rapid development of
new industrial approaches and new inventions to work changed the world
dramatically. The quick and cheap production became a priority for many
industries.
The
factories hired thousands of workers, who worked up to 16 hours a day. Soon,
many entrepreneurs discovered the fact that the satisfaction of employees
influences the performance and productivity. Satisfied employees were more
efficient than the rest of the workforce, and they can produce more products
than depressed employees. As a result, many factories started to introduce
voluntary programs for employees to increase their comfort and satisfaction.
Moreover, the government began to intervene to introduce some fundamental human
rights and the work safety legislation.
The
second rapid development of Human Resources started at the beginning of the
20th century. Most organizations launched the Personnel Management also you can find out more about the. The personnel department had large
responsibilities however it was still a service department. It was dealing with
all employee related issues, and it was responsible for the full compliance
with the newly introduced law requirements.
It
had the responsibility for the implementation of different social and workplace
safety programs. Everything was focused on the productivity of employees. The
regular productivity increments were the key measure for the management of
employees. The significant change was introduced after the 2nd World War
because armies developed many training programs for new soldiers. After the
Second World War, the Training Department became a widely recognized and
respected unit in the Personnel Management Department.
Figure 2 Evolution of HRM
Moreover,
the trade unions evolved almost at the same moment as the Personnel Management.
The trade unions changed the rules of the game. So far we are not sure about
the positive impact of trade unions. However, they played a significant role in
improving the role of employees in the organization.
The
employer got a reliable partner to discuss with. Trade unions introduced many
improvements at no significant costs for the business. Today, trade unions are
not as strong as they were used to be, but many organizations still benefit or
suffer from a strong presence of trade unions in their factories.
The
introduction of the HR Management has begun in 70’s of the 20th century. New technologies allowed the growth of large
multinational organizations; that was the moment when the new wave of
globalization has begun. The Personnel Departments turned into Human Resources
Departments. They started to manage processes and procedures around the globalized
workforce. From that times, most HR Functions are running complex HRIS
solutions, which make information about employees available anywhere and
anytime to HR Professionals.
The
second significant change in the history of the HR Management was the introduction
of the HR Business Partnering Model on HR Roles and Responsibilities and HR Model). The
demand of the organizations changed dramatically as economies of the wealthy
western countries shifted towards the services economies.
The
role of Human Resources has changed significantly because the Leadership
Development and Succession Planning became crucial processes securing the
future of the business. Also, the quality of provided HR services became the
significant competitive advantage.
Nowadays,
managers and leaders have to think globally; they have to understand employees
coming from completely different cultural backgrounds. They have to manage the
global corporate culture. They have to find values that energize employees
around the Globe.
The
corporate culture cannot be country specific anymore; it has to reflect
employees with many nationalities work for the organization. This is a
fantastic opportunity for Human Resources. However, it is also a pressure. The
International HR Management drives global HR processes and procedures in
different countries. It has to make sure that they produce similar and
comparable results.
The
future of Human Resources is full of new challenges.
The globalization will continue; even local businesses will hire new talents
from other continents. The shortage of skilled employees will push Human
Resources to introduce global recruitment policies and practices.
The
international relocation of employees will become a standard HR service. The
organizations become less country specific, and they cannot identify themselves
with one country. The lose their face, and Human Resources has to help to
identify and introduce the new corporate culture.
Tablets
and smartphones change the way we work. They will bring a new wave of changes
in Human Resources, as well. Leaders and managers can access data about the
organization anywhere, and HR Big Data will become the next big topic. Human
Resources collect many pieces of information about employees, and it has to
connect its data with other departments.
The
commute working is quite a standard today, but it will become a norm. The
technology will connect employees as they would sit in the next cubicle. On the
other hand, it will create another pressure on Human Resources. New
assimilation procedures will be required. The networking will be still important
for the successful career. The future of Human Resources will be about new
networking methods and processes how to make commute employees know each other.
Today,
Human Resources runs many processes, which are crucial for the modern
organization. We cannot believe that the successful business could exist
without the Recruitment and Staffing, Compensation and Benefits, Training and
Development or the Leadership Development. However, the story of Human
Resources Management has started in ancient China. In the past the companies
and nations did not use many the HR value added processes; they used just
procedures they needed to be successful.
The
story of the modern Human Resources started as evidence of all employees. It
dealt with issues and requests. Later, the negotiations with Trade Unions were
added as a strategic relationship of the organization. Over time, Human
Resources evolved into a strategic business partner, and it makes the HR
Management History fascinating.
Conclusion
Reference
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DeleteHi srimali, human resource management has played a very important role since the history of the business world as well as it is playing a prominent role presently also. Thanks for shairing this blog. Good job !
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Deletegood blog and really useful content got to know about a few new points.
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DeleteGood one, you clearly describe history of hr and evolution of hr.
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Deletethank you for sharing useful topic ,HR Management has evolved to new challenges such as a shortage of skilled employees. but modern HRMS systems provide employees with a consistent and ethical workflow and payroll planning to value them for their responsibility of the role,
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DeleteAs every subject has it's own history, today got to know also reagrding management history.Thanks for sharing your work. Much appreciated the efforts you have taken here. Well done !
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