Human Resource Management past present and future

HRM is management function concerned with hiring, motivation and maintaining people in an organization. It focuses on people in organization (Aswathappa, 2008)

Modern concept of managing workers comes up with the industrial revolution. In the early industrial revolution period the principal of management and work efficiency as practiced in a system known as the Taylorism. According to the Taylorism production efficiency is increase via evaluating the steps in the manufacturing process and dividing manufacturing process in to specialized tasks.

 

In 1911 scientific management introduced. It’s based on time and motion and its main objective is to improving the economic efficiency, especially the labor productivity. It’s a theory of management that analyzes and synthesize

 

Fordism is the system of mass production which pioneered in the early 20^th century by the ford motor company.it is a system of mass production and consumption characteristics of high developed economies during the 1940s to 1960s.

 

Above management theories mainly focus on the production process and production efficiency. When considering the factors of production, labor factor much focus on physical workers and it considered as a cost to the business. It’s believe that workers are just hands and they have to monitor strictly and autocratic way.  

After several studies like Hawthorne effects it is noted that the importance of the productivity and performance of the industries depend on the workers satisfaction.  Entrepreneurs realized the psychological differences of workers and the importance of social relation with them. With the influvance from the trade unions and labor movements “welfare officer” being in to the light.

During the 1920 s, "Labor Manager" or "Employment Manager" positions were introduced to the engineering industry and other businesses with large factories. The job entailed dealing with absences, recruitment, dismissal, and bonus questions. Employers' federations negotiated national pay rates with unions, particularly in engineering and shipbuilding, although there were local and district differences and plenty of room for disagreements. (Matthew, 2015)

 After the World War II in 1945 the role of “Personal Manager” emerge with the integration of the employee management work with employee welfare work. All the management decisions and actions that directly affect, or influence, people as members of the organization rather than as job holders (Henderson, 2017). Labor welfare factories act and new labor laws were introduced at that time. The world economy was beginning to bloom and new industries identify the value of improving the employee relationship.  In 1960s personal managers were criticized because of the lack of negotiation skills and poor labor relationship.

 In mid 1980s “Human resources Management” emerge with the concept of employees identify as an asset to an organization.it enrich with new roles and responsibilities. Human factor considered to be the most important resource of the organization.

HRM activities are consist of planning, recruitment and selection, training and development, remuneration, welfare, safe and healthy work environment and industrial relations. These functions make sure the organization working in correct way.

With the globalization and information technological era most of the organizations expand their activities beyond the borders. There for “International HRM” becoming to picture to organizational objectives and competitive advantages in a global context.

Today the economic value of the employee’s experience and skill consider as a  “Human capital”. Human capital consists with knowledge ability and skills. Modern day organizations spend heavily on training and development of their employees believing that they will increase the productivity of the organization.

Future of the Human resource management mostly influence by the changes in the informational technological industry. The implementation of the internet-based HRM with the IT advancements, commonly referred to as “e-HRM”, (Bondarouk and Ruel, 2009) e HRM will change the organizational structures and will transform the HRM activates with information technology to significant economic efficiency.

Conclusions

Human resource management plays a vital role in an organization. Its prime objective is to availability of competent peoples in the right place in the organization, apart from that social, functional , organizational and personal objectives of human resource management is important to organization to achieve its vision mission and goals efficient and effective manner while minimizing the negative social impact toward the organization.

 

References

Aswathappa, 2013.  Human Resource Management

Available at: https://books.google.com

[Accessed April 24, 2022]