Evolution of Hrm Systems
Table of Contents
Topic Page No
Abstract……………………………………………………………………………………..2
Evolution of HR Function…………………………………………………………………..3
Tata Steel- Historical changes in the HR functions………………………………………...3
HR functions during Mergers & Acquisitions………………………………………………4
Historical development of the Korean HRM system………………………………………..5
Morality of HRM- Classic Ford example…………………………………………………...6
Future of HR system…………………………………………………………………………7
Conclusion…………………………………………………………………………………...8
Bibliography………………………………………………………………………………….9
1.
Abstract
“ HR should not be defined by what it does but by what it delivers- results that enrich the organization’s value to customers, invests and employees”
--- David Ulrich
This article aims to study the relationship between an organization’s history and its human resource functions. Historically, HR functions were developed from a need for an employee grievance redressal system. As both external and internal environments to an organization kept changing, HR as a function developed into a multi faceted integral part of any organization. Today, HR is considered to be the key factor in the success of the organization.
I start with examining the formation and evolution of the HR function before the Second World War, notably the role played by JRD Tata and his deputy Mr. Russi Mody in the development of HR as a separate entity. The article then follows with study of the effect of resistance to change within an HR system among Korean business magnates and how its history inflicted a change in their HR approach. The article then moves on to study an important parameter in the path traversed by HRM systems – ‘Morality’. Organizations which are historically perceived as Ethical can bail themselves out of a potential Moral hazard, intentionally done or otherwise.
After a brief overview of the road ahead for HR functions, I conclude the article with my views on the historical influences on HR systems
Topic Page No
Abstract……………………………………………………………………………………..2
Evolution of HR Function…………………………………………………………………..3
Tata Steel- Historical changes in the HR functions………………………………………...3
HR functions during Mergers & Acquisitions………………………………………………4
Historical development of the Korean HRM system………………………………………..5
Morality of HRM- Classic Ford example…………………………………………………...6
Future of HR system…………………………………………………………………………7
Conclusion…………………………………………………………………………………...8
Bibliography………………………………………………………………………………….9
1.
Abstract
“ HR should not be defined by what it does but by what it delivers- results that enrich the organization’s value to customers, invests and employees”
--- David Ulrich
This article aims to study the relationship between an organization’s history and its human resource functions. Historically, HR functions were developed from a need for an employee grievance redressal system. As both external and internal environments to an organization kept changing, HR as a function developed into a multi faceted integral part of any organization. Today, HR is considered to be the key factor in the success of the organization.
I start with examining the formation and evolution of the HR function before the Second World War, notably the role played by JRD Tata and his deputy Mr. Russi Mody in the development of HR as a separate entity. The article then follows with study of the effect of resistance to change within an HR system among Korean business magnates and how its history inflicted a change in their HR approach. The article then moves on to study an important parameter in the path traversed by HRM systems – ‘Morality’. Organizations which are historically perceived as Ethical can bail themselves out of a potential Moral hazard, intentionally done or otherwise.
After a brief overview of the road ahead for HR functions, I conclude the article with my views on the historical influences on HR systems
Bibliography: 7. Caudron, S (2003); HR is Dead…Long Live HR.