Evolution of Human Recourse Management

“Our progress as a nation can be no swifter than our progress in education. The human mind is our fundamental resource.”

- John F. Kennedy (35th President of the United States).

Personal management theory has started in the 19th century. In the olden days, it has been used to look after the welfare side of the employees and the organisation. They gave the main attention on women and children. The persons who engage with this duty called Personal Managers and sometimes called Welfare secretaries.

By the time it transferred to Human Resource Management. Nowadays, it is being using to recruit employees, promote employees, retirement of the employees and it is also being used to manage proper payment schemes, to give proper training, job safety and the development of the career, and many more areas regarding the employees and the organisation.

 

 Past    

 Future

 Work 9 to 5    

 Work anytime

 Work in an office

 Work anywhere and from     anywhere

 Use company equipment

 Use your own modern gadgets and   requirements

 Focused on inputs

 Focused on outputs

 Climb the corporate ladder

 Create your own ladder for career

 Pre-defined work

 Customised work

 Hoards information          

 Shares information

 No voice

 Can become a leader

 Focused on knowledge

 Focused on adaptive learning

 

In an organisation, it is a must to have high quality minds to develop and continue the progress of any organisation. So for you must treat the employees with respect and dignity as because even in most automated factory in the world, people need the power of human mind, and that’s what brings innovation. If we needs high quality minds to work for us, the n we must protect the respect and dignity." ---Mr N.R. Narayana Murthy, Chairman Emeritus, Infosys Ltd .

 

As the National Institute of Personal Management (NIPM) of India says, human resources – personal management as “that part of management which is concerned with people at work and with their relationship within an enterprise. Its aim is to bring together and develop into an effective organization of the men and women who make up enterprise and having regard for the well – being of the individuals and of working groups, to enable them to make their best contribution to its success”.

































































































References

- John F. Kennedy (35th President of the United States).

-Narayana Moorthy

- National Institute of Personal Management

Comments

  1. Janashi LamahewaMarch 20, 2021 at 9:21 AM

    This comment has been removed by the author.

    ReplyDelete
  2. Janashi LamahewaMarch 20, 2021 at 9:27 AM

    The author has elaborated the Evolution of Human Resources Management creation with a very humble start as ‘People’s Management” in the 1700s, and described some variances between past and present HRM features. It will be much successful if author added the evolution of HRM theories which was in the Industrial revolution era to modern strategic HRM.
    HRM models have changed over years, but the modern strategic HRM model conceptualizes that workforce performance depends on employee capabilities, motivation, work organization and employment relations (Coyle, 2013).

    ReplyDelete
  3. Ruwan HerathMarch 22, 2021 at 10:09 PM

    Will be able to get an idea of the evolution of HR by reading the article. However, it's better if author could elaborate much on period before industrial revolution, Period of industrial revolution & post industrial revolution.

    ReplyDelete

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