History of HRM

A Look Back

Before 1960's - Welfare:

 Name : Personnel Department.

 Goal :Maintain employee records and information. 

Respond to what is urgent.

              1961~1989 - Industrial Relation:                   

Name change from Personnel to Human Resources.

People issues to manage became more complex.

Need to "protect" workers regarding health, safety, pay and benefits - Employee advocate plus Power to Trade Unions.

HR Functions broadened -   

1990~Millennium HRM:        

Name change from Personnel to Human Resources.

Changing times - environment becoming more complex, competitive, challenging.

Retaining and optimizing talent, managing organisational change.

Technology, outsourcing.

2005 Onwards Next 25 years:

Operate more strategically and operationally.

Optimize workplace performance to maximize result of the organization.

Perceived value and results.  

Welfare:

• The Industrial Revolution in the 18th century laid the basis for a new, complex industrial society.
• During the world wars era, worker and welfare work emerged.
• Focus on the worker and the maximum well being of the worker.

Industrial Relations:

• Improved communication processes.
• Organizational growth 
• Personnel Department were created to deal with:
      - Government intervention concerning working people.
      - Increased growth in the power of trade unions took place to counterbalance the powerful
         employer.
      - Strong power to the trade unions.

Human Resource Management:

• Competition increased among employees.
• Shift from Personnel Managers to HRM.
• Improved communication processes.
• HR managers focus shifted to enhancing Human performance and keeping the employer on the right side of the law.
• Clarifying the firm's human resource problems.
• Developing solutions for them. 

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