Question

The Evolution of human resource management

Answer 1

Step-by-step explanation:

The evolution of human resource management (HRM) can be traced back to the late 19th and early 20th centuries when the Industrial Revolution was at its peak. During this time, there was a need for new management practices to deal with the complexities of managing a large workforce in a rapidly changing business environment.

The early stages of HRM focused on labor relations, and managers focused on ensuring compliance with labor laws and regulations. This period was characterized by a lack of formal HRM practices, with many organizations relying on informal workforce management methods.

As the 20th century progressed, HRM began to take on a more strategic role in organizations. In the 1920s and 1930s, there was a focus on employee welfare and improving working conditions. The introduction of personnel departments in the 1940s and 1950s led to the development of formal HRM practices, such as job analysis, performance appraisal, and training and development.

In the 1960s and 1970s, HRM began to focus on issues such as diversity and equal employment opportunities. The Civil Rights Act of 1964 and the Equal Employment Opportunity Commission (EEOC) played a significant role in shaping HRM during this time.

In the 1980s and 1990s, HRM took on a more strategic role, focusing on aligning HRM practices with the overall goals and objectives of the organization. This period saw the introduction of HR metrics and the use of technology to streamline HRM processes.

Today, HRM continues to evolve, focusing on topics such as talent management, employee engagement, and workplace flexibility. HRM has become a critical function within organizations, with HR professionals playing a strategic role in shaping the direction of the organization

Answer 2

Management of human resources has replaced labor welfare and personnel management in the traditional sense. HRM (human resource management) in its present form has evolved from a number of significant inter-related developments, which date back to the industrial revolution. The emergence of the trade union movement led to the need for a person who could act as an effective link between the owners and workers. Thus, the concept of a labor welfare officer came into being. His role was limited to the bare minimum welfare activities of employees. In fact, he was looked down upon by both workers and the owners.

Organizational success depends heavily on human factors, according to the human relations approach. Technological change necessitated the development of new skills and training for employees, which led to the creation of HUMAN RESOURCE MANAGEMENT.

Human resource management is now required in both small as well as large enterprises. The selection for employees, taking their tests before keeping them for work, then selecting them, all this is done by the human element of the company known as the HR department.