Evolution of the Human resources function

 

Evolution of the Human resources function

 

Origins of Human Resource Function

The evolution of the human resource function can be traced back to the early developments in industrialization and labor movements. Specifically, the advent of factory systems in the late 18th and early 19th centuries led to a major shift in the organization of labor and the management of employee relations (Martinez-Lucio & Mackenzie, 2012). At that time, the primary concern of employers was to maximize productivity and maintain control over the workforce.

Influence of Scientific Management

One of the earliest drivers of the human resource function was the emergence of scientific management in the 20th century, a concept developed by Frederick Winslow Taylor (Kressler, 2003). Taylor's principles of scientific management sought to establish standardized processes and efficiency in the workplace. This involved breaking down tasks into smaller units, defining clear job roles and responsibilities, and adopting a systematic approach to employee training and development.

Rising Labor Movements

The rise of labor movements and trade unions also contributed to the development of the human resource function, as it became increasingly important for businesses to manage the demands of employees relating to wages, working conditions, and other benefits (Legge, 2005). Employers began to acknowledge the need for organized personnel management, which led to the establishment of dedicated departments and roles responsible for dealing with labor-related issues.

Role of Government Regulations

Moreover, as governments increasingly recognized the need to protect the welfare of employees, labor laws and regulations began to be implemented, which further prompted the development of the human resource function (Farnham, 2015

Employers were required to comply with legal mandates pertaining to minimum wages, working hours, employee safety, and other pertinent labor standards. Consequently, the scope of human resource management expanded beyond simply addressing employee grievances and productivity, to ensuring compliance with regulatory requirements.

Shift towards Strategic Human Resource Management

With the growing recognition of the importance of human capital in fostering organizational success, the human resource function has gradually evolved into a strategic function that aligns employee skills and competencies with organizational goals (Boxall & Purcell, 2011). As a result, contemporary human resource management involves a wide range of activities, including talent acquisition, employee engagement, performance management, and succession planning, aimed at enhancing overall organizational effectiveness.

In conclusion, the evolution of the human resource function can be attributed to a confluence of various factors, including the rise of industrialization, the advent of scientific management, escalating labor movements, and the proliferation of government regulations. Throughout its progression, the human resource function has adapted to address the evolving demands of organizations and employees, eventually emerging as a critical strategic component in driving organizational performance.

 

Stages of Human Resource Management Evolution

Understanding the development of human resource management is essential to grasp how modern organizations manage their workforce. The three stages of human resource management evolution are the administrative, behavioral, and strategic stages.

Administrative Stage

the administrative stage commenced in the early 1900s when organizations primarily focused on hiring, payroll, and personnel record-keeping. The foremost objective of human resource management at this time was to maximize employee 

efficiency and reduce the high turnover rates prevalent during the Industrial Revolution. Human resource professionals were predominantly involved in setting standard wages, hiring and firing decisions, and maintaining necessary documentation.

Behavioral Stage

The behavioral stage emerged in the 1950s and 1960s, primarily due to the rise of labor unions and an increased focus on employee engagement. In this stage, human resource management shifted its emphasis from purely administrative tasks to improving employee motivation, satisfaction, and performance. Organizations began to adopt team-building exercises, training programs, and performance appraisals to comprehend and address employee needs more effectively. This stage recognized the significance of the human aspect in workforce management, and leaders acknowledged that employee well-being correlated with organizational success.

Strategic Stage

The strategic stage, which began in the 1980s and continues to evolve, emphasizes aligning human resources with the organization's overall goals and visions. In this stage, human resource management is viewed as a strategic partner to the organization, essential for achieving competitive advantage. This level of involvement necessitates human resource professionals to participate in strategic planning processes, voice their perspectives in core business decisions, and maintain a comprehensive understanding of the organization's industry and market conditions. The strategic stage emphasizes recruiting top talent, fostering leadership, developing the workforce's skills, and promoting a strong organizational culture.

In conclusion, human resource management has evolved significantly over the last century, beginning with the administrative stage and followed by the behavioral and strategic stages. Each stage has brought new perspectives to workforce management, contributing to today's complex and dynamic understanding of human resource management. The constant evolution ensures that organizations continue to adapt their workforce strategies to stay competitive in an ever-changing business environment.