Article 1 - The Origins of HRM: A Historical Perspective

Introduction 

Human Resource Management (HRM) has undergone a substantial transformation, evolving from human resources administration focusing on basic people management to a more professional strategic function of the organization. Considering the history of HRM will assist in understanding how organizations manage people in the present day.

1. The Industrial Revolution: The Birth of Personnel Management

• Before the Industrial Revolution (before 18th century), most work was informal and was primarily family- based (i.e., agriculture, crafts, day labor).

• Factories emerged in the late 18th and early 19th century, which created mass employment, poor working conditions, and a need for labor management.

• The first "welfare officers" or "personnel administrators" appeared to field labour complaints, oversee safety, etc., and simply deal with hiring and firing.

2. Early 20th Century: The Rise of Scientific Management

• The focus on production, efficiency, and training was the purpose of Frederick Taylor's (1911) Scientific Management

• The work was broken down into small tasks and workers trained to maximize efficiency.

• Although efficiency was improved, it was at the expense of employee well-being, which led to dissatisfaction..

3. The Human Relations Movement (1930s-1950s)

• The classic Hawthorne Studies conducted by Elton Mayo (1924-1932) proclaimed the significance of the social and psychological dimension for the success of organizations.

• The attention shifted from efficiency to the employee's motivation, job satisfaction, and collaboration..

• Organizations then started to develop and implement formal HR functions of employee welfare, engagement, and training programs.

4. Post-World War II (1950s-1970s): The Growth of Personnel Management

• The conflict also led to calls for better personnel planning, training, and benefits..

• The government passed labor laws to require businesses to manage compliance, wages, and benefits more overtly.

• The personnel department was responsible for hiring, payroll, benefits, and industrial relations, which meant their main role was still administrative.

5. The Shift to HRM (1980s-Present): A Strategic Approach

• The forces of globalization, technology, and increasing competition forced organizations to view employees as assets rather than just labor.

• HRM (Human Resource Management) terms became popularized, showcasing talent management, leadership development, and business culture.

• Strategic HRM came to be as a practice to tie HR policy with business objectives.

6. The Modern HRM Landscape

• Artificial intelligence, HR data analysis, and automated systems drive technology-based human resourcess.

• Focus on diversity, equity, and inclusion (DEI)

• Hybrid work styles and wellbeing initiatives.

• HR's role in culture creation and leadership development.

Conclusion

HRM has developed from a merely administrative function to a central strategic element in organizations. The shift from employees in the manufacturing era to being an employee-focused strategy today highlights the increasing importance of human capital in the performance of the organization.

References

Taylor, F. W. (1911). The Principles of Scientific Management. Harper & Brothers.

• Discusses scientific management principles that laid the foundation for HRM.

Mayo, E. (1933). The Human Problems of an Industrial Civilization. Harvard University Press.

• Explains the Hawthorne Studies and the rise of the Human Relations Movement.

Bratton, J., & Gold, J. (2017). Human Resource Management: Theory and Practice. Palgrave Macmillan.

• Provides a comprehensive overview of HRM history, theories, and modern practice

Storey, J. (1995). Human Resource Management: A Critical Text. Routledge.

• Examines the transition from personnel management to strategic HRM.