A Short History of HRM
At the time of the British Industrial Revolution, Human resource practices are started. Many large industries are founded, and demand of employees increased day by day. Therefore, to manage those large numbers of employee in the workplace different employee management practices become crying needs. Dramatically in 18th century novel discovery and industrial approaches changes the world’s labor market. Most of the industry produce cheap product within short time and deliver it to the consumer.
To maintain production industries recruit works and engage them to work up to 16 hours a day. In that time some industrial found that employee’s job satisfaction increases performance and production. To maintain employee’s satisfaction many industries, start charitable packages for wellbeing in factory premises. As well as government also take steps to ensure some essential human rights and workplace protection law.
In the 20th century Human recourse management change quickly. Most of the organization open a new department named as Personnel Management that deals with compliance of newly announced employment law and practice.
In the 70th century business houses allow new technologies and large multinational organization spread their business globally. The business world enters in the globalization era and to manage multi culture people in workplace the personnel department turned into Human Resource Department.
Human Resource Management
Each organization, large or small, uses variable capital to make profit. These capitals are mainly well-known as cash, land, buildings and goods used to produce revenue. For example, a brick-and-mortar store uses registers and stock, while a guiding firm could have selective programming or designs. No matter what the business, all associations share one thing essentially. But each of them needs persons to make firm’s wealth work for them. That is whatever you want to do you need human resource. Human is the best capital and it appreciate with skill. Human’s productivity can be limit is sky when they properly manage and used.
Human resource management is the strategic and comprehensive part of management that involve with HR planning, procurement, training, compensating, motivating and developing policies for retain the workforce/employees to achieve and obtain organizational goals in order to sustain in the modern competitive era.
HRM activities are moreover performed by line chiefs who are directly responsible for the involvement, support and rise effectiveness of their reporting employee. For talent management system the chiefs should play ownership responsibility role in the time of new employee recruitment and also provide guideline for on job development and take initiative to retain superior workforce.
The senior management provides the data, essential instruments, planning, administrative organizations, preparing, legitimate with the help of operational workforce and the top management and the leaders take productive action.
Roles of Human Resource Management
Human resource management generally play role in strategic part from administrative activities. HRM currently recognize its workforce as valuable assets to achieve organization’s prosperity. The HRM roles can be divided into seven essential roles. How these roles contribute into growth, employee well-being as below:
- Strategic Planning
- Recruitment & Selection
- Training and development
4.Performance Management
5.Employee Relationship
6.Compensation and Benefits