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What is the History of Human Resource Management?

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After coming so long with the HRM, I realized that it might be helpful for some of you if I tell you in brief about the history behind the evolution of HRM. What development in the wings of human resource we are having now is not an outcome of a single effort. It’s the result of the crystallization of a variety of historical and contemporary factors. I am telling in brief about the factors in the following heads:

The Industrial Revolution:

The industrial revolution marked an era when the newest technologies are brought forward and mechanically the jobs are made to be done. That also made a demand of the specialized workers rather than the dull one. Thus a large section of the workers are made to sit idle and the workers are treated as ‘glorified machine tools’. The companies drew their concentration in fulfilling their targets rather than to satisfy the demand of employees. And there was little or no anticipation from the side of the government.

Scientific management:

It is actually introduced by F.W. Taylor to improve efficiency and speed in the organizational levels. It is nothing other than the sequential arrangement of the works to be performed, breaking them up into certain categories or sections, thereby rearranging them again to make their most efficient combination. Moreover, Taylor suggested, individuals taken up for a particular assignment should be matching in all aspects- physically, mentally to the tasks provided. Taylor also advised the introduction of incentives and that over-qualified ones to be excluded.

Trade Unionism:

This is another important event to mention in this context which had an important influence on the evolution of the human resource concepts. Various unions were formed in the organizations. They do some of the vital tasks like taking care of the interests of the workers, resolving grievances, prohibiting unfair labour practices, etc.

Human Resources approach:

It was in the late 1960’s when the company officials realized a fact that, the labours in same union may have different mentalities and motivations. They may have different demands and the same thing which is satisfactory for one may not be satisfactory for all. Again there was the introduction of the human resource movement which in a true sense led to the extensive implementation of the wide-scale study of behavioural sciences and related technologies in the industry for the first time. The extensive research included the supervisory training programs, emphasizing support and concern for the workers, etc.

The main concept of the Human Resource Management lies in the fact that, the prime satisfaction and the motivation of the workers is the job itself which is assigned to them. The prime stress is given on the individual movement in the decisions made by the company or the industry. People should be helped in all concerns to achieve the goals the organization wants them to, and thereby motivated in the same way. The main job or the basic functionality of the manager should be tapping the untapped human potential for the sake of improving the standard of the organization as a whole. The theory also stressed on the fact that the work satisfaction will always result in getting the full work potential from the employees. And the managers should always extend their helping hands to the employees and workers and maintain a healthy, safe and hygienic environment in their workplace.

 

 

 

 

 

 

 

 

 

 

Written by Anurag

November 12th, 2011 at 6:20 pm

Posted in Management

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