Evolution of HRM
WHAT IS HRM
Human Resource Management (HRM) is a strategic and
systematic approach to managing an organization's workforce. It involves the
recruitment, selection, training, development, compensation, and retention of
employees. HRM has evolved over time, influenced by various factors such as
changes in technology, globalization, and the changing nature of work. In this
essay, we will explore the evolution of HRM, from its early origins to the
present day, and examine the key trends, challenges, and opportunities facing
HRM professionals in the 21st century.
The origins of HRM can be traced back to the Industrial
Revolution of the late 18th and early 19th centuries. During this period, the
development of new manufacturing technologies led to the growth of large-scale
factories, which required large numbers of workers. The focus of management
during this time was on increasing efficiency and productivity, and this led to
the development of the scientific management approach, which was pioneered by
Frederick Taylor.
Planning According to Story (1995), HRM is a distinctive approach to employment management that seeks to achieve competitive advantage through the strategic deployment of highly committed and capable workforce, using an array of cultural, structural, and personnel
Planning, organising, directing, and controlling the procurement, integration, maintenance and reproduction of human resource to the end that individual organisational and societal objective is accomplished (Amstrong,1999)
Early HRM
The early years of HRM were characterized by a focus on
administrative tasks such as payroll, benefits administration, and compliance
with labor laws. During this time, the personnel function was often seen as a
support function, rather than a strategic one. However, this began to change in
the 1950s and 1960s, as organizations began to recognize the importance of
human capital and the strategic value of HRM.
One of the key developments during this period was the
introduction of employee performance appraisals. This allowed managers to
assess the performance of their employees and identify areas for improvement.
The use of performance appraisals also helped to establish a link between
employee performance and organizational goals, which paved the way for the
development of performance management systems.
Another important development during this period was the
introduction of training and development programs. As organizations became more
complex and specialized, there was a growing need for employees to develop new
skills and knowledge. Training and development programs helped to meet this
need, and they also helped to increase employee engagement and job
satisfaction.
Current Trends and Challenges in HRM
Today, HRM faces a number of challenges and trends. One of
the most significant challenges is the changing nature of work. The rise of the
gig economy and remote work has led to a more decentralized and flexible
workforce. HRM must find ways to effectively manage and engage these employees,
while also ensuring compliance with labor laws and regulations.
Another trend in HRM is the use of technology. HRM is
increasingly relying on technology to automate administrative tasks, such as
payroll and benefits administration. This has freed up HR professionals to
focus on more strategic tasks, such as talent management and development.
The use of data and analytics is also becoming more
prevalent in HRM. Data can be used to identify trends and patterns in employee
behavior, which can help organizations make more informed decisions about their
workforce. Analytics can also be used to evaluate the effectiveness of HR
programs and initiatives.
Finally, diversity and inclusion have become increasingly
important in HRM. Companies are recognizing the value of a diverse workforce
and are implementing programs to promote diversity and inclusion. This includes
initiatives to recruit and retain employees from underrepresented groups, as
well as training programs to promote cultural awareness and sensitivity.
In conclusion, HRM has undergone significant changes since
its inception. From a traditional personnel management approach to a strategic
approach that views employees as valuable assets, HRM has evolved to meet the
changing needs of organizations. Today, HRM faces a number of challenges and
trends, including the changing nature of work, the use of technology, the use
of data and analytics, and the importance of diversity and inclusion. HRM must
continue to adapt and evolve to remain effective in the years to come.
Reference
Armstrong, M. (2014). Armstrong's handbook of human resource management practice. Kogan Page Publishers.
Bontas.R.(2019) Deloitte insights. Leading the social enterprise: Reinvent with a human focus, [online].Available at <https://www2.deloitte.com/ro/en/pages/human-capital/articles/2019-deloitte-global-human-capital-trends.html>. [Accessed 30th March 2023].
Boxall, P., & Purcell, J. (2016). Strategy and human resource management. Palgrave Macmillan
Coventry University. CC BY-NC Human Resource Management Definitions,Explore the various human resource management definitions, [Online].Available at <https://www.futurelearn.com/info/courses/introduction-to-international-human-resources-management/>. [Accessed 4th April2023]
HR help board,Human Resource Management Definition, [Online]< https://www.hrhelpboard.com/human-resource/human-resource-management.htm> [Accessed on 6th April 2023]
Key Difference,Difference Between Personnel Management and Human Resource Management [online].Available at <https://keydifferences.com/difference-between-personnel-management-and-human-resource-management.html>. [Accessed 6th April 2023].
Steernig the plant to net zero,Evolution Of HRM: Then And Now [Online].Available at <https://enkingint.org/evolution-of-hrm-then-and-now/>. [Accessed 6th April 2023]
Techtarget,human resource management (HRM)[online].Available at <https://www.techtarget.com/searchhrsoftware/definition/human-resource-management-HRM>. [Accessed 6th April 2023].
This is a well-written and informative essay that provides a comprehensive overview of the evolution of HRM, from its early origins to the present day. The essay covers the key developments in HRM, such as the introduction of employee performance appraisals and training and development programs, and also highlights the current trends and challenges facing HRM professionals in the 21st century, such as the changing nature of work, the use of technology, data and analytics, and the importance of diversity and inclusion. Overall, this essay provides a good introduction to the field of HRM and the role of HR professionals in managing an organization's workforce.
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DeleteGood overview on the evolution of HRM. Kokemuller, N. (n.d)) An inclusive workplace welcomes employees with a variety of personality types. Common personal characteristics that set individuals apart in the job include gender, race, ethnicity, age, marital status, income, and education. However, everything that distinguishes workers from one another can result in a varied workplace. Diversity in the workplace does have some drawbacks or difficulties, although being typically viewed as advantageous. Managers must devote more time to thinking about how to foster a culture of tolerance and acceptance when diversity is present. When diversity itself becomes the primary emphasis of diversity management, the company, its managers, and its employees may become overly focused on the disparities inside the company. The business frequently engages outside trainers to deliver sensitivity and awareness training, The most evident communication hurdle in a multicultural workplace with workers from many nationalities is language. While businesses frequently provide anti-discrimination training, the likelihood of discrimination increases with workplace diversity. If employees' emotional well-being is not safeguarded, this may result in a hostile work environment where they may feel oppressed.
ReplyDeleteThank you, Janaka, for thoroughly reading the entire post. Overall, while workplace diversity provides numerous benefits, it is critical for firms to be aware of potential issues and to take proactive actions to solve them. This involves diversity training, encouraging open communication, and cultivating a culture of respect and inclusion that recognizes and celebrates the contributions of all workers, regardless of their origins or traits.
DeleteThis article offers a thorough review of the development of HRM from its early beginnings to the present. The essay discusses important developments in HRM, such as the introduction of training and development programs and employee performance appraisals, and it also emphasizes the contemporary trends and issues that face HRM professionals in the twenty-first century, such as the evolution of the workplace, the use of technology, data and analytics, and the significance of diversity and inclusion. Overall, this article does a decent job of introducing the area of HRM and the function that HR specialists have in overseeing a company's personnel.
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