Lecture 1 -...

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Week 1: Understanding HRM - Lecture Help Print This Page Human Resources Management Overview Evolution of HRM | Modern Trends Affecting HR | Practitioner View | International HRM | Study Quiz As the name implies, Human Resources Management is concerned with the effective utilization of the human resources of an organization. As its own definable function in an organization, HRM is often referred to as the “softer side” of management (versus finance or the “harder side” of management). While it is true that HRM efforts do not fit neatly into a set of quantitative formulas that can be measured, this does not make HRM an easy function to manage in the organization. Rather, HRM deals with the unpredictable human element and involves subjective areas that are harder to identify, isolate, or measure. Evolution of HRM HRM is a relatively young discipline among the fields of academic study. While contributions to HRM were made by early advanced civilizations such as the Egyptians, Greeks, Babylonians, and Sumerians, progress in understanding how to effectively utilize human resources did not begin in earnest until the arrival of the Industrial Age. With the arrival of the Industrial Age, the nature of work fundamentally changed from an agrarian model to an industrial model. With this new model of work, work specialization, division of labor, and other efficiency concerns became more important. Two fields of study emerged during this early period that made significant contributions to modern day Human Resources Management: Scientific Management and Administrative Management. Scientific Management was concerned with improving the performance of individuals through efficiency measures. It grew out of the industrial revolution’s labor shortage at the beginning of the 20 th century. Conversely, Administrative Management was concerned with the management of the total organization rather than the management of individuals. Administrative Management was concerned with establishing a rational set of guidelines for structuring organizations. It advocated the acceptance of the authority of managers by subordinates. Significant Scientific Management contributors of this time include Robert Owen, Charles Babbage, and Frederick Taylor. Robert Owen (1771–1858) was one of the first scientists to recognize the importance of human resources and to advocate better worker conditions for workers. Charles Babbage (1792-1871) was a noted mathematician who focused on efficiencies of production through his theories on the division of labor and his advocacy of cooperation between management and labor. Frederick Taylor (1856 -1915) is considered the Father of Scientific Management . He advocated developing effective procedures for selecting, training, teaching, and developing workers. He studied job utilization
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Lecture 1 -...

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