...HRM The evolution of human resource management as a distinct profession dates back to the industrial revolution when factories established personnel departments to look into wages and welfare of workers. * slide 1 of 5 To understand the evolution of Human Resource Management, one must first understand its basis. The origins of workforce management lies in the arrangements made for the welfare of apprentices working with the master craftsmen in the putting out system that prevailed during the medieval ages. The industrial revolution that led to the establishment of factories displaced the putting out system. The workers in the early factories faced long hours of works under extremely unhygienic conditions, and mostly lived in slums. This soon resulted in several labor riots, the most famous being Ludds riots of 1811 in Nottingham, England, precipitated by reduced wages. The government soon intervened to provide basic rights and protections for workers, and the need to comply with such statutory regulations forced factory owners to set up a formal mechanism to look into workers wages and welfare, and redress other issues concerning labor. This led to the emergence of Personnel Management as a distinct profession. * The Personnel Management Approach The Personnel Management approach that remained in vogue for much of the 20th Century remained administrative in nature. Arising out of the need to enforce statutory compliance, it concerned itself primarily with ...
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...History of Human Resource Management The history of Human Resources Management (HRM) principles can be traced back to the primitive time. Knowledge of hunting, gathering, safety, and health was recorded passed down from one generation to another. Between 1000 and 2000 B.C. more advanced HRM functions began to develop. In 1115 B.C., an early version of employee screening tests was being used by the Chinese. Ancient Greek and Babylonian civilizations, ages before medieval times, established the apprentice system, another example of early HRM (HRM, n.d., para.4). Over the years, HRM has been known by different names, “from personnel to industrial relations to employee relations to human resources” (HRM, n.d., para.5). Human resource by far is the best title given for managing your most valuable resource, humans. During the industrial revolution the need for an organized form of HRM emerged as the manufacturing process evolved from the cotton gin to the factory assembly lines. Companies in the United States developed new recruitment methods of attracting and retaining their best workers, as result of the economic shift from agricultural based to industrial based. As a result of the industrial revolution HRM were needed to help immigrants adapt to their new jobs and the American way of life (HRM, n.d., para.6). Immigration increased considerably between the 1880s and 1940s, resulting in a stable flow of low skill and low cost employees. Due to the language...
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...Hrm Practices in Dhaka Bank Limited In: Business and Management Hrm Practices in Dhaka Bank Limited TABLE OF CONTENTS Executive Summary Prefatory Origin of Bank Definition of Bank History of Banking in Bangladesh History of Private Banks in Bangladesh Current Structure of Banks in Bangladesh Introduction Origin of the Report Objectives Scope Rationale of the study Methodology Limitations Literature Review Organization Overview DBL Background Nature of Business Shariah Council of the bank Vision Mission Core Values Objective of EXIM Bank as a shariah basedIslamic Bank Strategic objectives of DBL Customer charter _____________________________________26 _____________________________________26 _____________________________________27 _____________________________________05 _____________________________________07 _____________________________________08 _____________________________________08 _____________________________________09 _____________________________________11 _____________________________________13 _____________________________________17 _____________________________________18 _____________________________________19 _____________________________________19 _____________________________________20 _____________________________________20 _____________________________________21 _____________________________________21 _____________________________________23 _____________________________________24 _____________________________________25 _____________________________________25...
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...Development UK (www.eajournals.org) HISTORY, EVOLUTION AND DEVELOPMENT OF HUMAN RESOURCE MANAGEMENT: A CONTEMPORARY PERSPECTIVE Kipkemboi Jacob Rotich1, Moi University, School of Human Resource Development, Department of Development Studies, P.o Box 3900-30100, Eldoret, Kenya. ABSTRACT: Various attempts have been made towards tracing the historical development of the discipline of Human Resource Management (HRM). However, these initiatives have largely been concentrated on certain specific periods of time and experiences of specific countries and regions such as Australia, the USA, the UK and Asia (Nankervis et.al, 2011; Kelly, 2003; Ogier, 2003). This paper attempts to document the entire history of the discipline of Human Resource Management from a holistic perspective. The evolution and development of HRM will be traced right from the pre-historic times through to the postmodern world. Major characteristics in the evolution and development of HRM will also be examined and documented. KEYWORDS: Human Resource Management (HRM), evolution, history INTRODUCTION Defining Human Resource Management (HRM) According to Armstrong (2006) Human Resource Management (HRM) is defined as a strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively contribute to the achievement of its objectives. From this definition, we can deduce that HRM or simply HR is a function in organizations ...
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...came out to analyze HRM in Malaysia( Osman et al.,2011). Osman et al.’s research aim to examine HR practices among firms in Malaysia by provide HRM history and current HR practices in Malaysia ,examine the trend of HRM practices among Malaysia firms and try to find out the relationship between HRM practices and firm performance in Malaysia. However, although the research is effective to help finding out the link between business and HRM, there are some limitations in this research. These limitation are identified in the definition of HRM, research design, result and result discussion. This paper will identify these limitations and analyze the disadvantages using in this research, then evaluate the limitations. The first limitation in this research is the definition of the HRM. As the research mentioned in the history of Malaysia and current HR practices in Malaysia, the author outlined the time when Malaysia organizations began to use human resource practices, how many HR practices were find, about 11,585,000 people were employed in 2009 and Malaysia suffered a 3% deficit in 2009 because of the world economic crisis( Osman et al.,2011). However, the definition of HRM are not clear, three parts of HRM were included in 2009 which are training and development, performance appraisal management and career planning and development. But no definition was included in current HR practices in Malaysia, it is not clear about HRM, what are the HRM about and how to use HRM and what the consequence...
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...Organizational Strategy through People. A common theme observed in modern organizations today is the poor alignment of business strategy and HRM strategy. Find an article(s) through ProQuest which discusses the benefits of aligning HRM activities with key business initiatives and discuss the challenges and the opportunities of doing so. Present your findings in 200 words or more in your discussion post. Remember to properly cite your sources. BUS 692 Week 1 DQ 2 Expectancy and Equity Theory Expectancy and Equity Theory. Business managers seek higher performing workers to staff positions in organizations. Read pages 33 through 45 of the text and at least one article(s) through ProQuest. Consider organizational strategies and practices in your organization that could be enhanced by the application of these theories and address them in 200 words or more in your discussion post. Remember to properly cite your sources. BUS 692 Week 1 Selection of the firm Selection of the Firm. Determine an organization you will analyze and evaluate over the six weeks of this course. The organization can be one in which you work, one in which you have access, or one of such substance that significant internet material is available for your use. Write a three to five page paper that: Describes the nature of the organization (provide industry, product/service, a brief history, and position in relation to competition) Identifies significant management personnel Discusses business strategy Defines the specific...
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...Question 1 The case is about reorganizing human resource functions/devising a new human resource organization. Why do then the authors of the case discuss at length Sonoco’s history, culture and especially packaging industry. In reorganizing human resource functions, it is important to understand Sonoco’s history, culture and its packaging industry. Sonoco needs to analyze the company internally, including the aspect of mission, culture, human resource (HR), structure and processes prior to the planning and implementing process that related to reorganization. In the case study, the author has discussed the history and culture of Sonoco and the background of packaging industry in order to gain some ideas or information for the reorganization process. By analyzing and viewing the history and culture of Sonoco as a whole, the organization’s problems can be diagnosed and a new strategy of developing new human resource organization structure can be developed and implemented. As what have been said by Cindy Hartley, the senior vice president of HR at Sonoco, they had to decide what things that were remain the same across the company and what things needed to be changed while devising the new HR organization. Reviewing back to the history of Sonoco, it helps us to have a better understanding on what Sonoco has done in the past 100-year, whether it is right or wrong, maybe. So it could assist to learn from the past mistakes, avoid the same mistakes in the future and keep those good...
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...Changing HRM Landscape Changing HRM Landscape Table of Contents 1) Introduction2 2) The theoretical and changing HRM landscape2 Insight of HRM history for modern practitioners 3 3) Significance of HR best practices and organisational behaviour (OB) tools within a MNC 3 4) Assumptions underpinning the way in which HR best practices are being propagated within a MNC, particularly in different cross-cultural environments. 5 5) The influence of culture on HR best practices………………………………………………………. 5 6) Conclusion…………………………………………………………………………………………………………… 6 7) References…………………………………………………………………………………………………………… 6 Introduction Human Resource Management (HRM) has brought profound change and debate to how employees are seen within an organisation. A review of HRM history with a look at relevant theories being propagated today for a better understanding of the HRM context with insights to the HR Practitioner moving forward. This is followed by a breakdown of the HR best practice, recruitment and selection and its challenges for MNCs. The accompanying OB tools are reviewed to see how MNCs would be able to best address talent acquisition. Assumptions are then looked at underpinning the way in which HR best practices are being propagated within a MNC, particularly in different cross-cultural environments with focus on MNC originating from emerging economies. Finally the influence of culture on HR Best Practice with OB solutions is reviewed. ...
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...Human Resource Management is the function of an organisation that deals with recruitment, placement, promotion, training, and development of company employees. This essay will consider the history of this complex role and the many functions it encompasses. In the 19th century personnel management was introduced into the workforce. This was created because, the harshness of industrial conditions, coupled with the influence of trade unions and the labour movement. Social scientists such as Taylor and Fayol has impacted on personnel. Taylorism was an idea taken on board by personnel management it is a theory that analyzes and synthesizes workflow processes and improving labour productivity. The core ideas of the theory were developed by Frederick Winslow Taylor in the 19th century. Fayol impacted on the personnel management by introducing planning, organising and controlling the workforce. Another key event of the development of Human resource management was the introduction of collective bargaining on both local and national levels. Due to increasing number of shop stewards, local bargaining become more common. In addition to the growth of collective bargaining, larger employers constructed their own polices regarding the employees actions. As a result of collective bargaining employers started to implement their own staff pollicies not just about pay but for example pensions, training and safety. National bargaining effected employers on a larger scale. This was...
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...identify promising individuals and differentiating potentials when hiring or promoting staff, establish adaptable organizational structures that encourage work-life balance, promote diversity and inspire employees is an invaluable management skill that allows firms to efficiently make use of its human resources. This type of management is otherwise known as Human Resource Management (HRM) ('A treasure too valuable to waste', 2010). This essay aims to discuss how HRM can be used to increase employee commitment and organisational performance through the use of different human resource management models. The definition of HRM will be further discussed and the different models that firms may use to achieve objectives. Furthermore, the mentioned benefits of HRM will be contrasted with it’s unique challenges, through a detailed critiquing. The models discussed are the Harvard Model and the Strategic Human Resource Management Model. Lastly, a practical analysis will be conducted in order to develop recommendations for how firms can overcome some of these challenges before conclusion. Defining HRM...
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...Brief History of Human Resources and HR Management Human Resources is a business function, which manages, leads, facilitates and provides tools for the human capital management in the organization. HR sets strategic processes and procedures, runs difficult and complex communication campaigns as the organization attracts the best talents from the job market, retains them with the attractive compensation packages or it develops them in talent development programs. HR runs many processes, which are crucial for the modern organization. We cannot believe that the successful business could exist without the Recruitment and Staffing, Compensation and Benefits, Training and Development or the Leadership Development. However, in the past the companies did not use any of the HR value added processes. The story of Human Resources started as evidence of all employees. It dealt with issues and requests. Nothing more was expected to be delivered. The HR Management history is fascinating. The wars usually change the path of Human Resources in organizations and society. The history of Human Resourcesstarts to be interesting with the evolution of the large factories. It was in the 18th century. The rapid development of new industrial approach to work changed the world dramatically. The quick and cheap production became a priority for many industries. The factories hired thousands of workers, who worked up to 16 hours a day. Soon, many entrepreneurs discovered that satisfied employees are more...
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...examine the issue of employee retention in long-term care facilities. I found that the problem stems from different areas: lack of staff, growing competition for the same pool of workers, money, and benefits. While these issues are a problem, they can be improved. Long-term care facilities need to be innovative and creative in developing ways to keep their employees. The Human Resource System of the companies perform administrative functions like tracking existing employee data that includes employee skills, personal histories, salary, capabilities and accomplishments. Now this workload has been reduced by increased usage of specific human resource management systems. Earlier the automation processes of human resource department were relegated to mainframe computers so as to handle large amounts of data transactions. Now, human resource management systems manage payrolls, work time, training and recruitment form in company (Human Resource System, 2011). The strategy for HRM technology systems improvement in a nursing home is to use the latest state of the art facilities for improvement of the nursing care organization. First, the recruitment process should be computerized with an online application system for applicants, computerized forms for interview evaluation, and job specification based selection system. The payroll system for the nursing home should be computerized and will support self-reporting by employees. Finally, the performance assessment system should be computerized...
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...often performed differently than they were even decade ago. “As more and more companies use alternative means to accomplish HR tasks, the role of traditional HR manager has changed. HR is now involved more in strategic HR, focusing more on the bottom line of organization and leaving the more administrative tasks to technology or others”, Mondy, R., & Mondy, J. (2012). Human Resource Management, page 39. It has reached its peak in approach and structured practices. There has been a vast change in the implementation compared to system followed at earlier days. Although field of HRM is a comparatively recent development, its roots can be traced back to different phases. Trace the phases of evolution of human resource management. The historical development of human relations knowledge applied to job setting warrants some attention in any book about human relations. Any history of the application of systematic knowledge about human behavior to the job must use some arbitrary...
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...The history of human resource management Written by Jodonna Green In the 1700s , the Industrial Revolution started in England that brought a transformation in the practices of production. The machine-made goods replaced hand-made goods, large factories replace cottage industries, and small-scale replaced large-scale production. The US economy converted from agri-based to industry-based. This new system required an well-organized structure, and led to recruitment of a large number of immigrants. Employment were created for the immigrants, recruitment and management of individuals gained vitality. Managers were higher than the employees. This system created a gap between the labour force and the management. Social welfare approached in the early HRM helped the immigrants to get adjusted to their jobs and to 'American' way of life. The programs was assigned to ensured an increase in productivity. In the 1790s, employees empower considerably and increased at a quick pace .In the 1800s and 1900s the advent of Labour Union led HR department more capable in politics and diplomacy. HR department has management, labour unions, and Frederick W. Taylor's (1856-1915) theory of 'Scientific Management'. In 1902, National Cash Register was formed to handle employee grievances, record keeping, wage management and other employee-related functions. In 1913, the US Department of Labour promoted the welfare of employees. In 1920s and 30s, the impact of the Hawthorne studies enhanced the physical...
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... 1. Define the term human resource management. 2. Describe the strategic importance of human resource management (HRM) activities. 3. Explain what career opportunities are available in the HRM field. 4. Discuss the role that specialists and operating managers play in performing HRM activities. 5. List the main objectives pursued by HRM units. Key Terms |HRM objectives |The ends an HRM department attempts to accomplish. Some of the specific HRM objectives are | | |(1) to provide the organization with well-trained and motivated employees; (2) to communicate| | |HRM policies to all employees; and (3) to employ the skills and abilities of the workforce | | |efficiently. | |HRM policy |A general guide to decision making in important decision areas. | |HRM procedure |A specific direction to action. It tells a person how to do a particular activity. | |HRM strategy |The plan that integrates HRM objectives, policies, and procedures. | |human resource management (HRM) |A function performed in organizations that facilitates the most effective use of people | | ...
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