The Evolution of Human Resource Management

Introduction

Human Resource Management, or HRM, changed a lot over past hundred years. It started as a simple admin task but grew into an important partner for companies that want to succeed. This change shows how work, technology, and company needs have shifted.

Historical Overview

HRM began in the early 1900s. Back then, it focused mostly on admin tasks & dealing with workers. The Industrial Revolution played a big role in this. Efficiency and productivity were very important. During this time, personnel management mainly dealt with hiring people, paying them, and following labor laws (Ulrich, 1997).

Moving to Human Resource Management

In the mid-20th century, things began to change. HRM expanded beyond just admin work. In the 1960s and 1970s, companies started to see how vital employee motivation and development were. They realized that worker well-being mattered too. This was when Personnel Administration began turning into Human Resource Management (Becker & Huselid, 2006).

Strategic HRM and the Modern Era

Then came the 1980s & 1990s, a time when HRM linked up with company strategy more closely. That’s when Strategic Human Resource Management (SHRM) came onto the scene. It stressed how HRM practices should fit with a company’s goals. Why? Increasing competition meant companies had to use their human capital smartly as a way to stand out (Wright & McMahan, 1992).

Now in the 21st century, HRM is still changing. New technology, digital work environments are shaping things. Nowadays HRM practices use data analytics and AI to help decision making and improve employee experiences (Brewster et al 2016). There’s also much more focus on diversity, equity, & inclusion (DEI), showing how HRM helps create supportive workplaces (Shen et al 2009).

Conclusion

The growth of HRM shows larger changes in society and businesses too. It moved from just doing admin tasks to being a key partner for company success. As businesses keep changing, HRM will probably adapt even more by using new technologies and methods to face the modern workforce's challenges.

References

Becker, B. E., & Huselid, M. A. (2006). Strategic human resources management: Where do we go from here? Journal of Management, 32(6), 898-925.

Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management. Routledge.

Shen, J., Chanda, A., D’Netto, B., & Monga, M. (2009). Managing diversity through human resource management: An international perspective and conceptual framework. International Journal of Human Resource Management, 20(2), 235-251.

Ulrich, D. (1997). Human resource champions: The next agenda for adding value and delivering results. Harvard Business Review Press.

Wright, P. M., & McMahan, G. C. (1992). Theoretical perspectives for research in strategic human resource management. Journal of Management, 18(2), 295-320.