Mba 1009 - Human Resource Management

MBA 1009

HUMAN RESOURCES MANAGEMENT

LIM TIAN ZHING

910929-14-5739

200794

MAY 2017

TASK 1

Introduction to HRM

Human resources (HR) is the company department in charge of finding, screening, recruiting and training job applicants, and administering employee-benefit programs. Human resource has play an important role in aiding companies to deal with the rapid changing environment and the increasing demand for quality employee, so that the company can gain competitive edge.

A human resources department is an indispensable, if not life-threatening, section of any business irrespective of the organization's scope. It is mainly engrossed on exploiting employee productivity and protecting the company from any subjects that may arise from the workforce. Human Resource Management comprises job analyses, personnel needs planning,  employing the ideal people for the job, orienting and training, handling wages and salaries, providing benefits and incentives, appraising performance, resolving arguments, and communicating with all employees at all levels.

HRM is identified as the procedure of hiring and developing employees so that they can a valuable asset to the organization.
Human Resources is a business field that emphasizes on exploiting employee productivity. Human Resources specialists manage the human capital of an organization and emphasis on executing policies and processes. 

History of HRM

Throughout the history, human resource management has undergone many changes and in the midst of the process its name has varies from time to time. The name of Human Resource Management changes throughout the history and this is mainly due to the changes in social and economic activities.

Industrial Welfare 
The first form of Human Resource Management (HRM) was first started in the form of Industrial welfare. In 1833 the presences of male factory inspectors is obligated at stated in the factory act. In 1878, there was a legislation to regulate the hours of working for children and women, the working hour of both group has been limited to only 60 hours per week. It was at that time, the trade unions started to be molded. In 1868 the 1st trade union conference was held. This marked the beginning of collective bargaining. In 1913 the amount of industrial welfare workers had grown so a conference organized by Seebohm Rowntree was held. The welfare workers association was formed later changed to Chartered Institute of Personnel and Development. 

Recruitment and Selection 

This all begin when Mary Wood requested to start employing girls during the 1st world war. During world war one, the need for personnel development heightened due to the government initiatives to encourage the optimum usage of people. In 1916 it became obligatory to have a welfare worker in explosive factories and this effort was encouraged in ammunitions factories. The army forces has done a lot of work in this field. In 1921 the national institute of psychologists was established and published the results of studies on selection employee tests, interviewing techniques and training methods. 

Acquisition of other Personnel Activities 
During the 2nd world war, a lot of attention was put on recruitment and selection and then later on training. This is done in the hopes to improve morale and inspiration, discipline, fitness and safety, mutual consultation and salary policies. And for this to be successful it would require the establishment of a personnel department with trained staff.

Industrial Relations 
During the war, the consultation between management and the workforce spread widely. In other words, the personnel departments turn out to be responsible for its organization and administration. Immediately, health and safety aspects and the need for specialists became the attention of the industry. The need for specialists to deal with industrial relations was acknowledged hence personnel manager became the spokesman for the organization whenever a discussions with trade unions bailiffs was held. In the 1970's industrial relations was very significant. The intense environment during this era reinforced the significance of a professional role in industrial relations negotiation. The personnel manager had the authority to negotiate pacts regarding pay and other mutual subjects. 

Legislation 
In the 1970's employment legislation augmented and the specialist advisor role was took over by personnel function to ensure that managers do not violate the law and that cases did not end up in industrial courts. 

Flexibility and Diversity 
It was around 1990's a newly main trend arose where employers were seeking flexible arrangements in the hours worked by employees due to the upsurge in number of part-time and temporary contracts and the invention of distance working. The workforce and arrays of work are becoming varied until the traditional recruitment practices are impractical. In the year 2000, our society has become a 24/7 society with the boost usage of internet. This had resulted new jobs such as e-commerce while jobs in traditional areas such as shops were lost. In other word, it means the increased latent for employees to work from home. Organizations must think strategically regarding these issues as developments increase. HRM manager’s role will amend as changes happen. 

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