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The origins of workforce management lies in the arrangements made for the welfare of apprentices working with the master craftsmen in the putting out system that prevailed during the medieval ages.
The industrial revolution that led to the establishment of factories displaced the putting out system. The workers in the early factories faced long hours of works under extremely unhygienic conditions, and mostly lived in slums.
|The Traditional Human Resource Approach||The few changes in these terms also mean changes in the way human resource managers plan their strategies in managing employees.|
|Labor Relations||Originally conceived to handle personnel hiring and payment, the function now aligns closely with a company's strategic plan. To get the respect the department deserves, human resource managers need to respond to the challenges of lacking power, maintaining a delicate balance between management and employees, and handling the workforce in difficult circumstances.|
|The Personnel Management Approach||Evolution of HRM The evolution of the concept of Human Resource Management is presented below Period before industrial revolution — The society was primarily an agriculture economy with limited production. Number of specialized crafts was limited and was usually carried out within a village or community with apprentices assisting the master craftsmen.|
This soon resulted in several labor riots, the most famous being Ludds riots of in Nottingham, England, precipitated by reduced wages. The government soon intervened to provide basic rights and protections for workers, and the need to comply with such statutory regulations forced factory owners to set up a formal mechanism to look into workers wages and welfare, and redress other issues concerning labor.
This led to the emergence of Personnel Management as a distinct profession. Arising out of the need to enforce statutory compliance, it concerned itself primarily with employee record keeping adherence to the stated policies while implementing functions such as recruitment, training and wage administration taking welfare oriented measures such as providing medical care, vaccinations, housing facilities and the like attempting to increase productivity through wage increases and training, and enforcement of standards derived from work studies influenced by the scientific management approach promulgated by Frederick Taylor and the like dealing with trade unions and trying to solve industrial disputes through collective bargaining and other industrial relations approaches.
The Traditional Human Resource Approach The latter decades of the twentieth century saw the winds of change starting to affect the personnel management profession. A host of new theories emerged based on this new behavioral perspective.
Government interventions led to the enactment of new legislations that guaranteed workers more rights.
All these changed soon led to the transition from the administrative and passive Personnel Management approach to a more dynamic Human Resource Management approach.
This new approach considered workers as valuable resources, a marked improvement from the earlier approach of considering them as mere cogs. While Personnel Management was a strictly staff function, Human Resource management began to become an increasingly line management function, directly interlinked to the core business operations.
The major changes in approach from Personnel Management vs Human Resource Management manifested in many ways. Motivation took the shape of challenging work environment, free holidays, creating an active social community within the workforce, fringe benefits and the like, besides monetary incentives.
Wage and Salary Administration became more complex with the introduction of performance related pay, employee stock options and the like The report-card based performance appraisal systems become more proactive with new techniques such as Management by Objectives, degree appraisals and the like emphasis on leadership instead of managing Image Credit: Increased free market competition at global level and the proliferation of technology and knowledge based industries raised the importance of human resources, and from an obscure role a century ago, human resource management rose to become the most critical function of an enterprise.
The thrust of human resource management now lies in trying to align individual goals and objectives with corporate goals and objectives, and rather than enforce rules or dictate terms, act as a facilitator and promotes a participative approach.
These changes influenced Human Resources functions in many ways.Global Journal of Human Resource Management Vol.3, No.3, pp, May Published by European Centre for Research Training and Development UK (plombier-nemours.com) 61 The early management theorists contributed ideas that would later be incorporated into personnel management theory and practice.
Evolution of Management By Jason Kolff American Public University January 27, In this paper I will be explaining the evolution of management from the beginning of the industrial revolution to present which includes Classical School of Management, the Human Relations/ Behavioral School of Management, Theory X and Y, the Scientific .
Dec 25, · Subject:Human Resource Management paper:Development of Management Thoughts,Principles and Types.
EVOLUTION OF MANAGEMENT THEORY Dr.M. Thenmozhi Professor Department of Management Studies – Human relations is frequently used as a general term to describe the various schools of management thought by focusing the interdependence. The administrative management theory and the human relations movement * Modern management approaches which are represented by scientific management, the administrative/ management science approach, the system approach and the contingency approach.
with an emphasis on human resource management (HRM). It examines the early philosophical viewpoints which laid the foundation for the development of management theories. It traces the evolution of management theories from the pre-industrial revolution.