Development of Human Resource Management and How It Differs from Personnel Management

1.  Development of human resource management and how it differs from personnel management.

Human Resource management

Human resource management can be described as the sum of all action and activities tried or done by a business to make sure that the labour workers are using effective to achieve an individual, group or an organizational goal. A Business HRM department is focused more on the employee side and contain specific task in order to help organization as an entity to manage its people during different stages of employment stages such as: before-hire process,

Selection process and after getting the people hired process.

• Before-hire process is made up from planning stages which mean that the HRM have to look out what type of candidate is required for the job that arisen . In order to perform, the candidates must have necessary qualifications and HRM department have to be sure that they have a right job description.
• In the selection process the HRM select the best possible candidate for the job description which have been done on before-hire process to describe the objectives goals and policies of the company
• In the after-hire process HRM have to manage people correctly and they “put on table” HR practices for that in order to manage the people efficiently after they have been hired.  Creating condition that help workers to put the effort in place toward meeting the organization goals is one of the key factors of HRM practices.

HRM development in United Kingdom start to take shape by 1985s as a result of globalization and substantial increase in competitive pressure when businesses start experiencing as a result of rapid technological changes and lack of regulations. Those pressures made companies to engage in strategic planning and aligning the various components of the organization in such a way as to reach an organizational effectiveness. 

Prior to Human Resource Management another name and practices was used around the world and in UK such as Personnel Management. Personnel management term was used before for people who had a set of activities in the business such as: staffing, payroll and other administrative tasks. The main concern and focus for Personnel Management was to managing the workforce rather than resources being more administrative in nature.

The main job of the Personnel Managers was to ensure that need of the workforce is heard and taken care of rather than thinking of strategies for the business.  

Difference between Personnel management and Human Resource Management was like a paradigm shift. The main difference in their ways to manage the duties was that Personnel Management was workforce centred and meditating between the management and employees and Human resource management concentrates on planning, monitoring and controlling aspects of resources.

2. In the evolution of personnel and human resources management, four major stages can be discerned: 

1. Social Justice

Through Industrial revolution 1760-1820 workers as a collective were vital but individually they were expandable. Back then every time when a worker was dismissed there was always a willing person to take that place; this led to a massive migration from rural to urban environments that built many modern towns and cities in the industrialised world. On the other side because the welfare state was missing, workers would work long hours in inhuman conditions to avoid poverty and unemployment. The system functioned very well for owners, but the life of workers was hard and usually very short.

I would like to give you an example on how JOSEPH ROWNTREE views change the way that UK companies would see their employee rights and the working conditions throughout:

              J. Rowntree was working toward a goal that he wanted his employee quality of life to be improved. On his factory premises he opened a library especially for workers under 17, to give them the chance of free education. Also he hired a social welfare officer, a doctor and a dentist all for free for his employees. In 1906 he established a pension fund for them by donating 10.000£. Let his workers speak about their job and working condition and their concerns was another innovation back in a day coming from Rowntree.

There was a major step from no right for workers and long working hours to have so many things to help you out if you are working on to J Rowntree chocolate factory.

1. Human Bureaucracy

The term “bureaucracy” is used to describe dysfunctional organization laden with processes and paperwork that prevent effective and efficient cooperation among large group of people.

Frederick Winslow Taylor and Henri Fayol were a very important figure for Human Bureaucracy as a hole. They have change the way that businesses and employee have refer of the term human resources. Since them The human resources department developed a lots of things such as: developing the HRM department in such a way that they will have to work toward the companies goals and objectives. Also the HRM department is no longer in charge just for payments and mediating the employee-business relationship but making plans and strategies that employees have to follow and that ease the relationship with their employer. Even today the management principles are so important for the success of the business.

Taylor’s scientific management had 4 principles:

• Businesses have to agree that is better for them to incorporate working methods based on studies of specific tasks rather than rule-of-thumb work.
• Providing training and development for each worker rather than leave each individual learn alone on the work place about their tasks.
• Give specific instructions about the tasks for workers and let the supervisors assist and see if they are compete with the task and if they are doing the things right.
• Through scientific principles of management, companies have to make the work load equal for each individual in order to be much easier for them to perform.

Henry Fayol

Fayol's work was one of the first comprehensive statements of a general theory of management. He proposed that there were 5 primary functions of management and 14 principles of management. [pic 1]

                       [pic 2]

Henry Fayol

1. Consent by negotiation[pic 3]

Because after WW II there was relatively full employment that led to a labour scarce resource. Women started to work in factories and in production creating a society of full employment. People start to have disposable income and were able to buy lots of things making the economy to have a boom.

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