Evolution Of Human Resource Management

1263 WordsApr 10, 20176 Pages
Introduction Human resource management (HRM) recognized by most organizations today as contributing strategically important functions, which contribute towards their success. Exploring HRM’s beginnings will provide insight regarding progression and development of previous practices leading to current human resource management processes and its future challenges in Canadian healthcare organizations. Prior to the 1900s, Anastakis (2006) indicates the existence of diminutive businesses that fabricated “farm implements, tools and other metal goods,” (First Industrial Revolution in British North America: 1780s to 1860s section, para 2), while ameliorations made in other areas such as “brewing, milling, textiles, and…show more content…
Over time and through the introduction of the worker coalitions or unions, companies realized that they had to reorganize their approach to, and treatment of, their workforce. No longer responsible for just maintaining records of employees, the personnel department evolved and started substituting an authoritarian or patriarchal style with more enterprising methods that took into account the needs and aspirations of their workers, as outlined by Schwind et al., (2013). The responsibility for working with the unions also became part of the personnel department’s function and its name became interchangeable with the title “industrial relations department” (Schwind et al., 2013, p. 48), to mirror these additional responsibilities. Moreover, between the years “1960 to 1970” changes to the law governing employees’ job environment, salary, security, and well-being are implemented. This gave the personnel department sway over specific areas within the company, such as manufacturing, financial affairs and the advertising administrators as depicted by Schwind et al. (2013). Evident in the literature of the 1980s consideration is given, and focus directed, towards human resources and planning. Dyer (1983) for example, encourages the utilization of conventional and extensive methods of human resources and enfolding these into the “strategic planning process”
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