When was human resource management introduced

In fact, Taylor advised business owners and managers on how to better manage their people for better results. You might say he was focused on employee engagement long before anyone had put their finger on what that was. According to Maslow, all people have needs that must be satisfied, and Maslow used a pyramid to describe and categorize those needs, and the needs on the bottom of the pyramid must be met before needs on the next level can be addressed.

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That was also slow to spread. The key principles of scientific management include: Using the scientific method to determine the most efficient way to work. Matching workers to a task they are suited for. Proactively monitoring performance and providing feedback, Allocating planning tasks to managers so workers focus on the task at hand. Level 1: Psychological Needs bottom of the pyramid — People need air, food, water, sleep, and other basic elements to survive.

So, how does this relate to employee engagement? Employees need a comfortable work environment. Level 2: Safety Needs — People must feel that not only they, but also their family, their property, and their other personal resources, are safe. The welfare workers association was formed later changed to Chartered Institute of Personnel and Development.

Recruitment and Selection. It all started when Mary Wood was asked to start engaging girls during the 1st world war. In the 1st world war personnel development increased due to government initiatives to encourage the best use of people. In it became compulsory to have a welfare worker in explosive factories and was encouraged in munitions factories. A lot of work was done in this field by the army forces. The armed forces focused on how to test abilities and IQ along with other research in human factors at work.

In the national institute of psychologists established and published results of studies on selection tests, interviewing techniques and training methods.

Acquisition of other Personnel Activities. During the 2nd world war the focus was on recruitment and selection and later on training; improving morale and motivation ; discipline; health and safety ; joint consultation and wage policies. This meant that a personnel department had to be established with trained staff. Industrial Relations. Consultation between management and the workforce spread during the war. This meant that personnel departments became responsible for its organization and administration.

Health and safety and the need for specialists became the focus. In the 's industrial relations was very important. The heated climate during this period reinforced the importance of a specialist role in industrial relations negotiation.

The personnel manager had the authority to negotiate deals about pay and other collective issues. In the 's employment legislation increased and the personnel function took the role of the specialist advisor ensuring that managers do not violate the law and that cases did not end up in industrial tribunals. Flexibility and Diversity In the 's a major trend emerged where employers were seeking increasing flexible arrangements in the hours worked by employees due to an increase in number of part-time and temporary contracts and the invention of distance working.

The workforce and patterns of work are becoming diverse in which traditional recruitment practices are useless. This created new jobs in e-commerce while jobs were lost in traditional areas like shops. This meant an increased potential for employees to work from home.

Organizations need to think strategically about the issues these developments raise. HRM managers role will change as changes occur. IT helps HR managers offload routine tasks which will give them more time in solving complex tasks.

IT also ensures that a greater amount of information is available to make decisions. Even though research is so important, many companies neglect it because personnel people are too busy dealing with other more immediate problems. Research is not done to deal with problems but to prevent them from occurring in the first place. The responsibility for research lies initially with the HR department but line supervisors and executives at all levels of management should assist. Trade unions and other organizations can give some assistance also and it should be made use of.

HR functions also include managing change, introducing new technology, innovation and diversity. Regular social audits of HR functions are necessary because of the large role HR plays within any organization. Employees need to be made aware of things like sales growth, restructuring plans, sharp price movements and any challenges facing the country and their organization in particular. This can be done by videos, films, lectures and booklets.

Pat McLagan is an award-winning author, speaker and coach of leadership development and management. She has identified nine new roles of HR. In recent years, Human Resource Management has received increasing attention. Its importance has been recognized and its role has changed from the traditional personnel management role to a more human resource management role.

Topic 1: Introduction to Human Resources Management. Today, Human Resources Management deals with: Anything related to managing people within a company or organization. This means decisions, strategies, principles, operations, practices, functions, activities, and the methods used to manage employees. The type of relationships people have in their places of employment and anything that affects those relationships in a positive or negative way.

Ensuring that employees are satisfied with the conditions of their employment. Objectives of HRM: To establish and use a workforce that is able and motivated, in order to achieve the goals of an organization. To create the desirable organizational structure and working relationships among all the members of the organization.

To ensure individuals and groups have the right opportunities to develop and grow with the organization. To use what human resources a company has in the most effective way to achieve organizational goals. To ensure wages are fair and adequate and provide incentives and benefits thereby satisfying both individuals and groups. Also, to ensure ways of allowing recognition for challenging work, prestige, security and status.

To have continual high employee morale and good human relations by establishing and improving conditions and facilities within the organization. To improve the human assets by providing appropriate training programs on a continual basis.

To try to effect socio-economic change in areas such as unemployment, under-employment and inequality by distributing income and wealth. This way society can benefit. Added employment opportunities for women and the disadvantaged will also be impacted in a positive way.

To offer opportunities for expression. To ensure that the organizational leadership works in a fair, acceptable and efficient manner. To ensure a good working atmosphere and employment stability by having proper facilities and working conditions.

Its aims are: To use human resources as effectively as possible; To ensure the best possible working relationships among all members of the organization; and To assist individuals to reach their highest potential. Job Analysis Job analysis is deciding on the job description and the human requirements that are needed for said job. Staffing Recruitment and selection of human resources people is what staffing is mostly concerned with.

Orientation Orientation is done in order to introduce a new employee to the new job and the employer. Training and Development Training and development is used as a means of providing employees with the skills and knowledge to do their jobs well.

Compensation It is the HR department that determines how much employees should be paid for certain jobs using a system of assessment.

Benefits Work benefits are also referred to as fringe benefits. The cost of benefits is so high that they have become a huge consideration in human resources planning. Labor Relations Labor relations relates to the practice of managing employees who are members of a union. Record-keeping Record-keeping is essential and the most basic function of HR. Personnel records provide the following: a Up-to-date information about employees. Personnel Research Research activities are an essential function of HR personnel.

The main responsibilities of a human resource manager are: — To fully develop knowledge of corporate culture, plans and policies. To design and prepare HR systems and actions for implementation so that they can produce maximum impact on organizational performance and development. To identify learning needs and then design and develop structured learning programs and materials to help accelerate learning for individuals and groups. To help individuals and groups work in new situations and to expand and change their views so that people in power can participate in leadership.