Hrm Evolution
Brief Evolution of Human Resource Management
Evolution of human resources: Began in and around the end of the 18th century, when the industrial revolution took place. Its creation was based upon the reaction to the harshness of industrial conditions.
Welfare Tradition: Was the first form HRM and in 1833 the factories act stated that there should be male factory inspectors, its first act came into effect in 1878 which was to regulate the hours of work for children and women by having a 60 hour week. Industrial relations: Really started when Trade unions where legalized in the U.K back in 1871, industrial relations came to the fore front during WW1/2 this meant that personnel departments became responsible for its organization and administration.
Bureaucracy: Arose from the increase growth or change of any given company the era is still alive and well in the modern day workforce simply put the gender pay gap is still a deeply seated complex problem in the modern day company but can be monitored nowadays by performance appraisals.
Brief Evolution of Human Resource Management cont.
Professional Era: HRM nowadays has become more a key part of any company in modern business the HRM function is complex and as such has resulted in the formation of HRM/divisions in companies to handle this function. The HR function has become a wholly integrated part of the total corporate strategy.
Growth of HR: This function is diverse and covers many areas including Manpower planning, recruitment and selection, employee motivation, performance monitoring and appraisal, industrial relations, provision management of employee benefits and employee education training and development.
Differences between HRM versus Personnel Management: Section 2
Both human resource management (HRM) and Personnel Management focus on people management, if we examine critically, there are few differences
Evolution of human resources: Began in and around the end of the 18th century, when the industrial revolution took place. Its creation was based upon the reaction to the harshness of industrial conditions.
Welfare Tradition: Was the first form HRM and in 1833 the factories act stated that there should be male factory inspectors, its first act came into effect in 1878 which was to regulate the hours of work for children and women by having a 60 hour week. Industrial relations: Really started when Trade unions where legalized in the U.K back in 1871, industrial relations came to the fore front during WW1/2 this meant that personnel departments became responsible for its organization and administration.
Bureaucracy: Arose from the increase growth or change of any given company the era is still alive and well in the modern day workforce simply put the gender pay gap is still a deeply seated complex problem in the modern day company but can be monitored nowadays by performance appraisals.
Brief Evolution of Human Resource Management cont.
Professional Era: HRM nowadays has become more a key part of any company in modern business the HRM function is complex and as such has resulted in the formation of HRM/divisions in companies to handle this function. The HR function has become a wholly integrated part of the total corporate strategy.
Growth of HR: This function is diverse and covers many areas including Manpower planning, recruitment and selection, employee motivation, performance monitoring and appraisal, industrial relations, provision management of employee benefits and employee education training and development.
Differences between HRM versus Personnel Management: Section 2
Both human resource management (HRM) and Personnel Management focus on people management, if we examine critically, there are few differences