Theories Of Scientific Management Theory And Human Resource Management

In organizational world, the management and organizational theory plays an important part in the operations of business, companies and administrations. An organization consists of two or more persons in a systematic effort to produce goods or services. Thus, an organization needs a management to achieve the organizational goals through some managerial process which is an ongoing activity. Therefore, in every organization has a manager that plays important roles as systematic planner. According to Cleslinska (2007), managers need a knowledge base and management skill to act out roles and plan, organize, lead and control. Generally, a lot of managers run their organizations using the Scientific Management Theory. In this paper, I will discuss

Scientific management theory is where the goal when it comes to managing an organization through this theory, is to provide proper facilities to the employees in order to maximize the total efficiency of all employees, and thereby leading on to an increase in productivity (Terry,

Human Resource Management (HRM) are activities managers perform to plan for attracting, develop, and retain a productive workforce (Kinicki & Williams, 2016). The role of human resource management is to prepare, develop, and administer policies and program designed to make expeditious use of an organization human resources. Part of control which is concerned with the people at work and with their relationship within an enterprise. HRM have their hands full; they have to face employees daily with a complaint, write-ups and sadly terminating of the worker. All areas of HRM such as, staffing, orientation, training, development, pay wages benefits are all significant parts that are dealt with daily. Human resource management presents itself as

Human Resource Management (HRM) is the terminology used to illustrate formal systems devised for the management of people within an organization. It is the method of managing an organization or company that is directly related to the employees of that particular organization. The success of a business often rely heavily on the performance of managing human resource. Maximizing the desires and benefits of an organization and helping a business grow by rewarding employees to help motivate and push them in their performance is one of the main aim of HRM. By doing this, it will have a positive impact on both the company and it’s entire organization.

Scientific management was first developed by an American, Frederick Winslow Taylor in the1880s ~1910s and has evolved a lot since then. It is a theory or school of thoughts about process improvement and management. It aims at maximizing efficiency, productivity, output with least cost and minimizing wastes. It was criticized as inhuman by many organizational theorists. However, it is widely applied in manufacturing industry and service industry in both developing and developed countries nowadays. This article is to investigate the reasons why scientific

Scientific Management (SM) and Human Relations (HR) are two contrasting approaches to managing people in an organisation. SM believes that an organisation’s performance can be maximised by applying scientific principles to management. However, HR believes that the best way to maximise an organisation’s productivity is to respect workers and value their needs. With that being said, both approaches have different beliefs and assumptions about workers in an organisation.

Traditional human resource management focus on employee's work commitment and job performance (Patrick and Rebecca, 2008). With the continuous development of human resources theory, the company gradually understood the significance of establishing a series of policies to meet the various level of demand of staff. It determine whether the company's strategic goals can be achieved and effort can be made in the aspect of organizational structure and people management.

There are a number of management theories that have changed the management business environment in the twentieth century. The theories have assisted managers to come up with better ways of management and organization of people. Managers have been able to increase profits, reduce costs and maximize efficiency. The purpose of this essay is to compare and contrast the contributions of scientific management and the human relations movement to the modern management. This essay will use Frederick Winslow Taylor’s theory on scientific management and Elton Mayo’s human relations theory. These two movements have been proven to increase productivity in the workplace (Mullins, 2005).

Scientific Management theory arose from the need to increase productivity in the U.S.A. especially, where skilled labor was in short supply at the beginning of the twentieth century. The only way to expand productivity was to raise the efficiency of workers.

The early study of management as we know today began with what is now called the classical perspective. Scientific management that is the focus of this essay is branched from classical perspective. This essay will argue the annexation of scientific management concept to the context of knowledge-based economy and its effectiveness in the modern learning organisations. The essay will begin by explaining the background of scientific management followed by highlighting its core principles and the reason for its effectiveness that time. It will then explain the

According to Decenzo and Robbins (1994), “Human Resource Management is a process of procuring, developing and maintaining the performance level of the employees to achieve the organizational goals in an efficient and effective manner”. The HRM practices of recruiting and selecting employees, training them for their job, evaluating their

Scientific management is a management theory developed by Frederick W Taylor. Its main purpose is to improve an organization’s efficiency in production through analyzing workflow systematically using quantitative analysis to improve task completion efficiency. Reducing waste, increasing methods of production and create a just distribution of goods are goals of the scientific management theory. On the other hand, human relations theory attributed by Elton Mayo counteracts with scientific management theory that ignored human issues of behavior. In human relations theory, a worker is treated as an individual and what motivates and cultivates them in their achievement is analyzed. Both scientific management and human relation theory aims to improve efficiency in the workplace and it still applies to the workforce in the modern days despite the opposing ideas of both theories.

The Human Resource Management is a principal and novel field in the Management. The Human Resource Management is a specious economic and social resource role in the Management field. The foundation of HRM is that effectively organize and impact the employees. In addition to, it is more significant that than manage the staff. That is the reason why the human resource management as a new and positive management model to be accepted by the companies. Meanwhile, the human resource department in every organization as a decisional role to service for the companies. The effectively human resource management is needed by every organization and company. Furthermore, the new model of human resource management is built by nine parts of elements to develop.

Scientific management is a managerial practice characterized by separation of decision-making and execution where control of labour process lies strictly with the management to eliminate non-productive activities in accordance to the managers’ discretion (Thompson and McHugh, 1995). Labour is selected to be trained and instructed to perform one particular function in the production process or service line and employees are replaceable.

Every step of individuals work is analyzed in a scientific method to come up with the most effective way for getting the work done. It is the way to develop and come up with the best possible approach for an individual to preform a task by examining instruments needed and by measuring the maximum amount of work a worker can do in a day.