Human Resource Management is the function of an organisation that deals with recruitment, placement, promotion, training, and development of company employees. This essay will consider the history of this complex role and the many functions it encompasses.
In the 19th century personnel management was introduced into the workforce. This was created because, the harshness of industrial conditions, coupled with the influence of trade unions and the labour movement.
Social scientists such as Taylor and Fayol has impacted on personnel.
Taylorism was an idea taken on board by personnel management it is a theory that analyzes and synthesizes workflow processes and improving labour ...view middle of the document...
They also became bureaucratic and set a series of rules about behavior at work, dealing with recruitment, managing absence and so on. Furthermore they became the implementer of legislation, the social consistence of the business and growing performance improvement.
During the 80’s the name of personnel management had been overtaken by the American term HRM. The trade unions role was reduced by the implementation of HRM. Human resource management became more strategic role and starts working for managers helping achieve business objectives rather than working for individuals. Another role of HRM is the motivation of staff and acting as a kind of advisor to management.
In 1990’s in some organisations The HRM has encouraged the devaluation of certain tasks from personnel specialist to line managers. This has helped to promote the view that personnel has an important role in the business. Within the personnel function there has been a rise in people specialising in certain areas such as reword, resourcing and diversity. Industrial relations has re-emerged as an important part of the personnel role. Human Resource management has now become partners of the business.
HR today has decreased the power of trade unions but with the growth of HRM this is increased of legislation for both employees and employers. HRM has moved from manufacturing sector to service sector this is has lead to the loss of manufacturing jobs. The nature of the workforce has changed because of increasing the number of women in the workplace. Due to the number of part-time jobs available. More importance has been made on flexible working such as job sharing and home working.
There are many differences between PM and HRM for example:
Personnel Management when making decisions very few members of the workforce were consulted and decision making where as HRM include everybody In all decision making.
The personnel approach tends to be tactical in its activities rather than HRM whare they try to be more strategic in its approach.
Traditionally personnel tends to work in unionised organisations but HRM tries to encourage individual agreement making trade unions less important.
Personnel management is more focused on individuals in the workforce looking out for their interest where as HRM places more emphasis on production of the workforce.
HRM is a constantly changing role, combining several different functions some of which are: planning, staffing, motivating and developing.
The planning function of HRM is to prepare forecasts for all differentrent needs of the organisation.
HR planning links people management to the organisation's mission, goals and objectives, as well as its strategic plan and budgetary resources. A key goal of HR planning is to get the right number of people with the...