Devolution of HR
INTRODUCTION
The main aim of Human Resource Management is to direct its focus on the progressive and efficient utilization of an organization’s people and their assets and skills in order to make the organization productive as a whole entity. Human resources had definitely been continuously undergoing multiple changes along with the other businesses and trades enveloping it. The employer- employee relationship has evolved drastically over the years. There is a long history behind the development of Human resource management that has led to it being the wide concept that it is today. ’’With the development of the global economy in the late 1980s and 1990s, organizations have been forced to continually reevaluate operations and strategies. As a result, the one constant in this dynamic world is the ever-changing work environment”. “Throughout the 20th century and earlier, practitioners and academics developed theories and practices to explain and influence human behavior at work. HRM has absorbed ideas and techniques from a wide range of these theories and practical tools”. In agreement with Bernerth and Vani, HRM is continually evolving in the current business world due to the ever changing economic and global trends, globalization, new technology and outsourcing. mentions that the changes that have taken place in HR management in the past 20 years exceed that of those in the past 100 years and the changes expected in the coming 10 years will be just as dramatic. With the advancements in technology, the administrative role of HR seems to be diminishing. Also HR’s non-strategic work such as compensation, benefits and payroll is being replaced by outsourcing. However, argue that outsourcing HR tasks does not imply that the HR department is diminishing but rather it helps HR to focus more on its strategic role.
Human resource management is now being recognized as a vital strategic tool for many of
The main aim of Human Resource Management is to direct its focus on the progressive and efficient utilization of an organization’s people and their assets and skills in order to make the organization productive as a whole entity. Human resources had definitely been continuously undergoing multiple changes along with the other businesses and trades enveloping it. The employer- employee relationship has evolved drastically over the years. There is a long history behind the development of Human resource management that has led to it being the wide concept that it is today. ’’With the development of the global economy in the late 1980s and 1990s, organizations have been forced to continually reevaluate operations and strategies. As a result, the one constant in this dynamic world is the ever-changing work environment”. “Throughout the 20th century and earlier, practitioners and academics developed theories and practices to explain and influence human behavior at work. HRM has absorbed ideas and techniques from a wide range of these theories and practical tools”. In agreement with Bernerth and Vani, HRM is continually evolving in the current business world due to the ever changing economic and global trends, globalization, new technology and outsourcing. mentions that the changes that have taken place in HR management in the past 20 years exceed that of those in the past 100 years and the changes expected in the coming 10 years will be just as dramatic. With the advancements in technology, the administrative role of HR seems to be diminishing. Also HR’s non-strategic work such as compensation, benefits and payroll is being replaced by outsourcing. However, argue that outsourcing HR tasks does not imply that the HR department is diminishing but rather it helps HR to focus more on its strategic role.
Human resource management is now being recognized as a vital strategic tool for many of