People and Organisations - MN7181 (Blog 02)

GLOBAL ISSUES ON HUMAN RESOURCE MANAGEMENT

THE EVOLUTION OF HUMAN RESOURCES.
A LOOK AT HR'S PAST, PRESENT AND FUTURE

   



Transition of HR – 

        1. Labour Relations

        2. Personal Management

        3. Human resources management

        4. Human capital management

        5. Strategic HRM 

                          (Karthikram, 2013)

Evolution of HR – 

       1. Industrial Revolution

       2. Trade Unionism

       3. Social Responsibility era

       4. Scientific management era

       5. Human relation era

       6. Behavioral Science era

       7. System Approach era

       8. Contingency Approach era

                         (Karthikram, 2013)

Yesterday

After the industrial revolution occurred between the mid-18th and mid-19th centuries, people start to think about labour relationship in the organisations and manages its employees have been identified as personnel, industrial relations, human resources. Organisations did not need a separate department to handle employees issues, because there was no legal framework to govern labour relationships such age limit or time duration of work. After all to handle welfare issues of employees, the role of welfare officers came in to being and think about labour safety, specially about work protection of women and girls. The history of personnel management begins around the end of the 19th century and identified the requirement of legal framework to govern labour relationships. Influence of trade unions and labour movements created a pressure to improve this legal framework and as a result so many labour Acts implemented all over the world (Mitchell, 2018).

Today

HR is a product of the human relations movement of the early 20th century, when researchers began documenting ways of creating business value through the strategic management of the workforce. The function was initially dominated by transnational work such as payroll and benefits administration, but due to globalization, company consolidation, technological advancement, and further research, HR now focuses on strategic initiatives like mergers and acquisitions, talent management, succession planning, industrial and labor relations, and diversity and inclusion (Mitchell, 2018).

Tomorrow

The future for HR professionals is bright. Organizations will continue to need savvy HR managers to hire, engage, develop and retain the best talent available, but like everything else in today’s fast-paced environments, HR is changing. HR managers and others in the field need to take on exciting new roles and responsibilities.

More and more, organizations are looking to data analytics to help them make decisions about their employees. Traditionally, organizations made decisions based on anecdotal information, but those days will soon come to an end. Businesses like Google do not make decisions that impact its workers without data to back it up. For many HR managers, this has been a difficult shift in the industry. Taking courses like financial management and information systems management is beneficial to becoming more familiar with these practices.

Tomorrow’s HR manager must be innovative,  leading their organizations by staying up-to-speed on current HR changes and bringing new ideas forward.

With many businesses and organizations constantly changing and improving, tomorrow’s HR manger must be change-agents,  helping employees through the changes necessary to keep pace with competitors.

Lastly, tomorrow’s HR manager must be able to actively participate in business decisions. Many organizations are now outsourcing tactical tasks that were traditionally accomplished by HR, providing today’s HR management with the opportunities to focus on strategic issues (Mitchell, 2018) .

References

Mitchell B., 2018, The evolution of human resources, viewed 07 May 2018, https://www.columbiasouthern.edu

https://www.slideshare.net/karthikram75457/evolution-of-hrm-29099487 (Accessed: May 07, 2018 at 4.15 pm)