HUMAN RESOURCE MANAGEMENT

INTRODUCTION, IMPORTANCE, EVOLUTION

Human Resource Management

Human Resource Management

Definitions

Dessler - HRM is the policies and practices involved in carryout the , people or human resource aspects of a management position, including recruiting, screening, training, rewarding and appraising. Armstrong HRM is a strategic and coherent (clear, comprehensible) approach to the management of an organizations most valued assets the people working there who individually and collectively contributes to the achievement of its goals.

Functions of HRM

Planning Training & development Career Planning Performance Management System Compensation Management Productivity Management Industrial Relations Retirement/ Separation Motivating & Managing Change

Importance of HRM
Good HR practices help: 1) attract and retain talent 2) train people for challenging roles 3) develop skills and competencies 4) promote team spirit 5) develop loyalty and commitment 6) increase productivity and profits 7) improve job satisfaction 8) enhance standard of living 9) Generate employment opportunities.

Evolution - Growth of America: Late 1700sEarly 1800s

Agriculture vs. industrialization. Growth of textile industry in the north. Invention of the cotton gin - 1793 Increased importation of slaves in the South.

The Civil War and Late 1800s

Civil War causes:

Slavery.
Reluctance

of Northern workers to compete against slave labor.

Dramatic industrial growth in the North. Growth of trade unionism. Emancipation Proclamation of 1863.

Not long after the 20th century began...

Increased industrialization resulted in labor unrest. Employment-at-will doctrine hire and fire policies Yellow dog contracts where workers were required to sign contract that they will not engage in union activities No minimum wage or limit in working hours Also there were no sanitation or hygiene standards

Scientific Management Approach

Fredrick Taylor promoted the scientific management approach based on the philosophy that employees wanted to be used efficiently and money being the primary motivator Over a period of time this was proved wrong as employee dissent grew and union issues surfaced. It was during this phase that employee welfare as a key HR practice emerged which redressed employee issues like recreational facilities, medical program and employee

Period between 1st and 2nd world war

The size of the organizations increased Henry Ford and the moving assembly line. World War I and the resulting labor shortage. Hawthorne Studies study of worker productivity Human Relations Movement in management

Post World War II

Training Discipline Maintaining Personnel Records Recruitment Time Keeping Payment System Salary/Wages

1960 - 1970

Various legislations like: Civil Rights Act

Protection

from racial discrimination. Protected classes.

Equal Pay Act

Ended

gender discrimination in employment

wages

Age Discrimination in Employment Act

Protected ages 40 - 65

Human Resources Start evolving

Working and Legislation in the 1980s

1986: Immigration Reform and Control Act. 1988: Employee Polygraph Protection Act. 1989: ASPA becomes Society for Human Resource Management (SHRM). Erosion of the employment-at-will doctrine. Microsoft introduces MS/DOS. The emergence of AIDS in society and in the workplace.

Employment Legislation in the 1990s

1990: Older Workers Benefit Protection Act. 1990: Americans with Disabilities Act (ADA). 1991: Revision of the Civil Rights Act. 1993: Family and Medical Leave Act (FMLA). 1994: Uniformed Services Employment and Reemployment Rights Act (USERRA). 1996: Illegal Immigration Reform and Immigrant Responsibility Act.

The New Millennium

Technology. Privacy. Immigration and diversity. Globalization and offshoring.

Role of HR in the new millennium

Effective Recruitment Retention and Talent Management Employee Engagement Job Analysis, Design, Evaluation Training & Development Performance Management