International Human Resource Management
European Journal of Economics, Finance and Administrative Sciences ISSN 1450-2275 Issue 29 (2011) © EuroJournals, Inc. 2011 http://www.eurojournals.com
Current Trends and Future Directions of Human Resource Management Practices: A Review of Literature
Ogunyomi, O. Paul Department of Industrial Relations & Personnel Management University of Lagos, Nigeria E-mail: yomipaul@mail.com Shadare, A. Oluseyi Department of Industrial Relations and Personnel Management University of Lagos, Nigeria E-mail: seyidare2001@yahoo.co.uk Chidi, O. Christopher Department of Industrial Relations & Personnel Management University of Lagos, Nigeria E-mail: krischidi2002@yahoo.com Abstract The management of people at work has evolved over a long period of time right from the period of scientific management by Frederick Winslow Taylor. The label used to describe the management of people at work has been in a state of flux in response to the dynamic business environment. It began as labour administration at the turn of the 20th century, and then changed to labour and staff administration in the 1920s. The label later changed to personnel administration in the 1950s. In the 1960s the descriptor for people management changed to personnel management. In the 1980s as a result of the influence of globalization, the adopted descriptor for the management of people changed to human resource management. As of now many commentators are of the view that the label be called human capital management as humans are viewed as assets and not cost that requires investment to impact on the bottom line. The HRM is a combination of themes and concepts drawn from a long history of work, more recent management theories and social science researches. There is an avalanche of literature on HRM; the process of convergence of divergent views in the field of HRM makes it an interesting area of study. The focus of this paper is therefore to review the available literature, and to evaluate the current trends with a
Current Trends and Future Directions of Human Resource Management Practices: A Review of Literature
Ogunyomi, O. Paul Department of Industrial Relations & Personnel Management University of Lagos, Nigeria E-mail: yomipaul@mail.com Shadare, A. Oluseyi Department of Industrial Relations and Personnel Management University of Lagos, Nigeria E-mail: seyidare2001@yahoo.co.uk Chidi, O. Christopher Department of Industrial Relations & Personnel Management University of Lagos, Nigeria E-mail: krischidi2002@yahoo.com Abstract The management of people at work has evolved over a long period of time right from the period of scientific management by Frederick Winslow Taylor. The label used to describe the management of people at work has been in a state of flux in response to the dynamic business environment. It began as labour administration at the turn of the 20th century, and then changed to labour and staff administration in the 1920s. The label later changed to personnel administration in the 1950s. In the 1960s the descriptor for people management changed to personnel management. In the 1980s as a result of the influence of globalization, the adopted descriptor for the management of people changed to human resource management. As of now many commentators are of the view that the label be called human capital management as humans are viewed as assets and not cost that requires investment to impact on the bottom line. The HRM is a combination of themes and concepts drawn from a long history of work, more recent management theories and social science researches. There is an avalanche of literature on HRM; the process of convergence of divergent views in the field of HRM makes it an interesting area of study. The focus of this paper is therefore to review the available literature, and to evaluate the current trends with a
References: 1] 2] 3] 4] 5] 6] 7] 8] 9] 10] 11] 12] 13] 14] 15] 16] 17] 18] 19] 20]