Question

The management of people and processes has evolved over the years from the “personnel” function to human resources. Discuss this evolution of the function and the implications on businesses and business practices (Answer has to be close to 250 words and at least one reference cited in APA format)

Answer 1

The field of human resource management keeps on evolving. Originally perceived to deal with employee hiring and compensation, the function currently has a close alignment with an organization’s strategic plan. To receive the respect that the function deserves, HR managers should respond appropriately to challenges such as lacking power, maintenance of a balance amid employees and management, as well as handling employees in difficult situations

Labor Relations

As from the 1900s, when the Industrial Revolution took place, organizational managers had a tendency of treating individuals as interchangeable. When conflicts and disputes arose, mediators were used to solving the problems. Compared to the past, the HRM function currently involves negotiating and managing collective bargaining treaties with unions. It also involves providing training, advice and support to supervisors and managers on employees’ issues

Industrial Relations

Drawing from Vosburgh (2007), after the First World War, during the 1920s, employees’rights, as well as formal rights, emerged. Industrial Relation focuses on the development of scientific knowledge, addressing ethical issues, and solving problems. At present, most organizations do not have a function for industrial relations because only fewer unions exist

Personnel Administration

During the 1940s, administration of personnel focused on enhancing efficiency. In the 1960s, the function evolved to incorporate legal compliance, recruiting, hiring, assessing, and training employees. Failure to adhere to regulations put organizations at risk of lawsuits Workforce administrative tasks concentrated on completing paperwork in order to avert the risks (Christensen, 2006).

Human Resources

Christensen (2006) asserts that, during the 1980s, management of human resources included the application of novel theories relating to motivation, team building, and change management. During that period, many organizations experienced acquisitions and mergers. This resulted in an augmented focus on optimizing the employees. In recent times, the growing use and popularity of computers has resulted in the rise of Web-based HR systems, as well as automated procedures

Reference:-

Evolution of Human Resource Management (HRM). (2019, May 02). Retrieved from economicsdiscussion/human-resource-management/evolution-of-human-resource-management-hrm/31460