EVOLUTION OF HUMAN RESOURCE MANAGEMENT

EVOLUTION Human resource management, 

HRM, has undergone a dramatic metamorphosis from its conventional administrative function to that of a strategic partner in the success of organizations. HRM's initial focus was on compliance and payroll processing, but it has now developed to closely match overarching corporate goals. Changes in workforce dynamics, globalization, and technology improvements have all contributed to this transformation. The field of strategic human resource management, or SHRM, was founded with the intention of integrating HR strategies with organizational objectives and emphasizing the value of people as assets. The use of analytics and HRIS in HRM has improved the department's capacity for data-driven decision-making and process optimization. In addition, HRM's priorities now include embracing diversity and inclusion, developing a positive workplace culture, and supporting employee well-being.

The Industrial Revolution of the 19th century included the creation of technology, the use of mechanical energy, and the idea of a factory with an abundance of laborers. The industrial system took the place of the previous cottage system. A number of improvements were implemented under this system, including the mechanical process, labor movement from their original location to new locations, and worker-owner communication. Under this approach, three HRM systems were implemented, including hiring, training, and effective control of employees. The idea of the master-servant was applied to maintain control over these employees.

At the start of the 1900s, industry workers were subjected to a paternalistic and humanistic attitude known as the Social Responsibility Era. In a nutshell, it means that the owner treats the employee like a child and that the owner is the father who oversaw the entire labor. The industrialists that worked on this policy granted the workforce some extra benefits and concessions, such as fewer working hours, better working conditions, worker housing, and so on. This social method, which was used to address the issue of workers, is regarded as a welfare program designed to keep the workforce under control.

Taylor began searching for various technical methods to boost the employees' output at the start of

Below are a few of the Scientific Management tenets.


Replacing common sense with science

Not rivalries, but just peace

Collaboration and rejecting individuality.

Development of Every Employee

In the 1920s, more attention was paid to the human element at play and the factors influencing people's behavior. It was highly advised in this era of human relations to employ psychology in personnel testing, interviews, attitude assessments, and learning. In 1924, the time period was essentially labeled as the "Industrial Psychological Era." After doing extensive research, Harvard Business School academics found that elements such as social dynamics at work, the creation and influence of groups, the type of leadership and supervision,

Systems and the Contingency Approach era, which began in 1960, are vying for significant attention. Working together, we can identify the empirical facts needed to manage human resources. It comes with a big idea of studying the things that need to rely on the analysis of simultaneous variables that are interdependent.

When the traditional cottage system was replaced with the factory system in 1980, a huge number of people began working in factories. Then, it became necessary to hire, train, and supervise the employees. In most large corporations, the department of industrial relations was established with this goal in mind.

NOW Strategic HRM:

Strategic HRM involves aligning HR policies and practices with an organization's objectives. It entails developing HR strategies that support the organization's mission, vision, and values and contribute to its long-term success.

Strategic HRM also involves forecasting and planning workforce needs, identifying critical skills and competencies, and implementing talent management initiatives to attract, retain, and develop top talent.
Additionally, strategic HRM includes fostering a positive organizational culture that encourages employee engagement, workforce productivity, and innovation. Organizations can gain a competitive advantage and achieve their strategic goals by aligning HRM with their business strategy.











References:


https://youtu.be/YMmxADgzAiQ


https://www.shiftbase.com/glossary/human-resource-management#:~:text=HRM%20includes%20talent%20acquisition%2C%20onboarding,overall%20success%20of%20an%20organization.


https://www.pockethrms.com/blog/the-evolution-of-hrm-human-resource-management/
https://datatrained.com/post/evolution-of-


hrm/#:~:text=The%20evolution%20of%20HRM%20can,the%20organization%27s%20goals%20and%20objectives.