In this article, we will discuss the history of human resource management, or HRM. But first, we will give a short overview of human resource management. Human Resource Management (HRM) is a management function that helps managers find the right man for the right job. In other words, HRM concerns the people’s dimension in organizations.
Every organization is made up of people & its name in the mark is due to the organization’s people. HRM is the function within an organization that focuses on recruitment, management, and providing direction for the people who work in an organization for better business output. It is not only the management of the skills but also the attitudes & aspirations of people.
History of Human Resource Management
Modern human resource management has emerged through many stages, which summarise as follows:
1. The Industrial Revolution
The Industrial Revolution consisted mainly of developing machinery, linking power to machines & establishing factory systems & mass production. It was characterized by rapid technological change & increased specialization. As a result, the place of work shifted from residence to factory, and the employer lost personal touch with the employees. Increased mechanization and specialization made jobs routine and monotonous. It became necessary to appoint a separate person who could handle labor problems. However, labor was considered a commodity that could be bought and sold. Due to the prevailing political philosophy of laissez-faire, the government did little to protect the workers.
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2. Trade Unionism
Workers formed their unions to improve their lot. The basic philosophy underlying trade unionism was that through collective bargaining/support, the management can force to redress their grievances. Unions used Strikes, showdowns, walks out, picketing, boy cots & Sabotage for this purpose. Trade Union management gives rise to several personnel practices, e.g., collective bargaining, grievance handling system, arbitration, disciplinary procedures, employee benefits programs, etc.
3. Scientific Management
It was a development of far-reaching significance to human resource management. FW. Taylor developed four principles of Scientific management. These are the main points of the history of human resource management.
- Development of a true Science.
- Scientific selection & training of workers.
- The friendly cooperation between management & workers.
- Development of every worker to his Fullest potential.
The scientific management movement has a great influence on management. It led to the professionalization of management, human engineering, etc. But ethics of scientific management point out that the focus was mode technology, not on human factor en in industry.
4. Industrial Psychology
Industrial Psychologists stopped matching employee skills with jobs. Hugo Munsterberg contributed significantly to the job analysis in terms of their mental & emotional requirements & development of testing devices Advances took place in the selection, placement, testing, training, etc.
5. Human Relations Movement
Hawthorne Experiments & subsequent research focused attention on attitudes, the feelings of workers & their influence. The role of informal groups in Industry is Scientific management views an organization’s economic System it a social System attitude & Productivity highlighted. At the same time, a techno-human relations movement considered It was suggested that interpersonal Relations improve to realize the fuller potential of Individuals and groups.
6. Behavioural Sciences
Research in behavioral Sciences like anthropology, sociology, psychology, etc., has provided the subject matter for human Resource management. The behavioral sciences era led to the development of new techniques of motivation & leadership, e.g., Job enrichment, employer participation, two-way Communication, management by objectives, etc. Abicho Haslow, Douglas Megregor, Frederick Herzberg, Rensis Likert & others made significant contributions to the development of the behavioral science approach to the study of management.
7. Human Resource Specialist & Employer Welfare
With the dawn of the welfare era, the scope of human resource management increased. It is not only concerned now with recruitment, selection, and training of employees.
These are the most effective and actual stages in the history of human resource management.
Katika makala hii, tutazungumzia historia ya usimamizi wa rasilimali za binadamu, au HRM. Lakini kwanza, tutatoa muhtasari mfupi wa usimamizi wa rasilimali za binadamu. Usimamizi wa Rasilimali za Binadamu (HRM) ni kazi ya usimamizi ambayo husaidia wasimamizi kupata mtu sahihi kwa kazi sahihi. Kwa maneno mengine, HRM inahusu mwelekeo wa watu katika mashirika. Kila shirika linaundwa na watu na jina lake katika alama ni kutokana na watu wa shirika. HRM ni kazi ndani ya shirika ambayo inazingatia kuajiri, usimamizi, na kutoa mwelekeo kwa watu wanaofanya kazi katika shirika kwa matokeo bora ya biashara. Si tu usimamizi wa ujuzi lakini pia mitazamo na matarajio ya watu. Historia ya usimamizi wa rasilimali za binadamu (HRM) ni mfumo wa usimamizi wa rasilimali za binadamu wa kisasa ambao umesitawi katika hatua kadhaa, na kwa ujumla ni kama ifuatavyo: Mapinduzi ya Viwanda yalihusisha hasa kuendeleza mashine, kuunganisha nguvu kwa mashine na kuanzisha mifumo ya kiwanda na uzalishaji wa wingi. Ilikuwa sifa ya mabadiliko ya haraka ya kiteknolojia na kuongezeka kwa utaalam. Matokeo yakawa kwamba mahali pa kazi kilibadilika kutoka kwa makao ya watu hadi kwenye kiwanda, na mwajiri alipoteza mawasiliano ya kibinafsi na wafanyakazi. Kuongezeka kwa utengenezaji wa mashine na utaalamu kulifanya kazi ziwe za kawaida na zisizo na utaratibu. Ilikuwa lazima kuteua mtu tofauti ambaye angeweza kushughulikia matatizo ya wafanyakazi. Hata hivyo, kazi ilionwa kuwa bidhaa ambayo ingeweza kununuliwa na kuuzwa. Kwa sababu ya falsafa ya kisiasa iliyokuwa ikitawala ya kutofanya kazi, serikali haikufanya mengi ili kuwalinda wafanyakazi. Soma pia: Vipengele 5 muhimu vya Mfanyakazi Wafanyakazi walianzisha vyama vyao ili kuboresha hali yao. "Ufunuo wa msingi wa ushirika wa wafanyakazi ni kwamba kupitia mazungumzo ya pamoja, usimamizi unaweza kulazimisha ""kuondoa"" malalamiko yao." Vyama vya wafanyakazi vilitumia mgomo, maonyesho, kutembea nje, kupiga marufuku, vitanda vya wavulana na Sabotage kwa kusudi hili. Usimamizi wa chama cha wafanyakazi husababisha mazoea kadhaa ya wafanyakazi, kwa mfano, mazungumzo ya pamoja, mfumo wa utunzaji wa malalamiko, upatanishi, taratibu za nidhamu, programu za faida za wafanyikazi, nk. 3. Uwe na mtazamo wa kweli Usimamizi wa kisayansi Ilikuwa maendeleo ya umuhimu wa mbali kwa usimamizi wa rasilimali za binadamu. FW. Taylor aliendeleza kanuni nne za usimamizi wa kisayansi. Hizi ni pointi kuu ya historia ya usimamizi wa rasilimali za binadamu. - Maendeleo ya Sayansi ya kweli. - Uchaguzi wa kisayansi na mafunzo ya wafanyakazi. - ushirikiano wa kirafiki kati ya usimamizi & wafanyakazi. - Maendeleo ya kila mfanyakazi kwa uwezo wake kamili. Harakati ya usimamizi wa kisayansi ina ushawishi mkubwa juu ya usimamizi. Ilisababisha kitaaluma ya usimamizi, uhandisi wa binadamu, nk. Lakini maadili ya usimamizi wa kisayansi inaonyesha kwamba lengo lilikuwa teknolojia ya hali ya juu, sio juu ya sababu ya binadamu katika sekta. 4. Uwe na uhakika Saikolojia ya Viwanda Saikolojia ya Viwanda iliacha kulinganisha ujuzi wa wafanyakazi na kazi. Hugo Munsterberg alichangia sana uchambuzi wa kazi katika suala la mahitaji yao ya kiakili na kihisia na maendeleo ya vifaa vya kupima. 5. Uwe na mtazamo mzuri. Majaribio ya Hawthorne na utafiti uliofuata ulikazia tahadhari juu ya mitazamo, hisia za wafanyakazi na ushawishi wao. Kazi ya makundi yasiyo rasmi katika viwanda ni usimamizi wa kisayansi inaonekana shirika la kiuchumi mfumo ni mfumo wa kijamii mtazamo na uzalishaji highlighted. Wakati huo huo, harakati ya mahusiano ya teknolojia ya binadamu ilidhani kwamba mahusiano ya kati ya watu yanapaswa kuboreshwa ili kutambua uwezo kamili wa watu binafsi na vikundi. 6. Uwe na uhakika Sayansi ya tabia: Utafiti katika Sayansi ya tabia kama vile anthropolojia, saikolojia, saikolojia, na kadhalika, imetoa mada kwa ajili ya usimamizi wa rasilimali za binadamu. Enzi ya sayansi ya tabia ilisababisha maendeleo ya mbinu mpya za motisha na uongozi, kwa mfano, utajiri wa kazi, ushiriki wa mwajiri, mawasiliano ya njia mbili, usimamizi kwa malengo, nk. Abhishek Haslow, Douglas Megrahi, Frederick Herzberg, Rensselaer, na wengineo walichangia sana maendeleo ya mbinu ya sayansi ya tabia katika utafiti wa usimamizi. 7. Uwe na mtazamo gani? Human Resource Mtaalamu na Mwajiri Welfare Pamoja na mapambazuko ya enzi ya ustawi, wigo wa usimamizi wa rasilimali za binadamu kuongezeka. Sasa haishughuliki tu na kuajiri, kuchagua, na kuzoeza wafanyakazi. Hizi ni hatua ufanisi zaidi na halisi katika historia ya usimamizi wa rasilimali za binadamu.