Human Resource Management ( Hrm )

1988 Words8 Pages
Human Resource Management Leif Edvinsson, Swedish Intellectual and Businessman once said, “The only vital value an enterprise has is the experience, skills, innovate-ness and insights of its people”. The foundation that every successful organization or business is built upon are the people it employees. The talent, skills, experience and worldviews an organization’s employees bring to the table are just as important as the cash, valuables and intellectual property that an organization utilizes to generate income. Without people that have the necessary skill sets and knowledge to make an organization’s capital work, the organization will fail. Given the critical role people play within every organization it is crucial that Human…show more content…
Langbert (2002) identifies four major periods in the history of HRM. Furthermore, he states that each period represents a “net improvement [in quality] over the prior one” (p. 933). The first period Langbert (2002) identifies is the Pre-Industrial period, which existed until the end of the Revolutionary War in the United States. During this period there was a high level of “HRM loss due to inequity, inflexibility and misalignment that would be unimaginable today” (Langbert, 2002, p. 933). Employee/Employer relationships were governed by the “medieval Statue of Laborers, restated in the Tudor Industrial Code’s Stature of Artificers” (Langbert, 2002, p. 933). These statutes represented the legal and regulatory framework for the period (Langbert, 2002). This legal system contained provisions for compulsory labor, and gave employers the legal right to physically punish employees for not maintaining productivity standards (Langbert, 2002). Slavery and indentured servitude were normal parts of the workforce, furthermore, the apprenticeship system, which is another form of bound labor was the only way to learn a skilled craft during this period (Langbert, 2002). Many laws were passed during this period which “restricted freedom of employment” (Langbert, 2002, p. 933). There were a few ways in which equity was taken into account during this period, on way was the requirement that “three months’ notice be given before an employee was discharged was
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