Historical Development Of Personnel And Human Resource...

INTRODUCTION Within an organisation the human resource management department is very important. It is essential to keep employees happy for companies to achieve the maximum profits. This reports main aim is to cover the historical development of personnel and human resource management and how it has changed from the days of Robert Owen in the Victorian era to the 21st century. This report will also include definitions of personnel and human resource management along with their main functions. DEFINITION OF HUMAN RESOURCE MANAGEMENT Human resource management is the division of a company that is focused on activities relating to its most valuable resource – the employees. There are several HRM areas, however there are six essential functions of an employee in this department. These are, recruitment, employee relations, compensation and benefits, safety, training and development and finally compliance (Mayhew, 2014). An efficiently run human resource management department can present your company with structure and the ability to meet business aims. HOW HUMAN RESOURCE MANAGEMENT DIFFERS TO PERSONNEL MANAGEMENT There is much confusion over human resource management and the difference it has to personnel management. â€Å"The major difference between personnel management vs. human resource management is that personnel management is the traditional approach and human resource management represents the modern approach toward managing people in an enterprise.† (Nayab, 2013).Show MoreRelatedHistorical Development of Hr Manager (Ireland)1673 Words   |  7 PagesHistorical Development of Hr Manager (Ireland) In explaining the historical development of the personnel function of the Hr manager, I will begin by giving a brief description of the 6 different types of personnel manager: The Social Reformer Before personnel emerged as a specialist management activity at the beginning of the 20th century there were those who intervened in industrial affairs to support the severely under privileged factory workers. The Acolyte of benevolence The first peopleRead MoreEvolution Of Human Resource Management1263 Words   |  6 PagesIntroduction 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 businessesRead MoreHrm and Ir1533 Words   |  7 PagesIntroduction â€Å"Human Resources Management† and â€Å"Industrial relations† has different concepts about the determination and functions of the both spheres. The essay deliberates the comparison and contrast on the key features of Human Resource Management and Industrial Relations in academic fields. 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The human resource department ensures that high morale of employees is kept constant to make sure that high output is produced. A happy workforce means a high output rate studies have shown. Within this report the main aim is to delve into the historical development of human resources and personnel management. In addition, the report will look at how the workplaceRead MoreWhy The Artifact Was Selected988 Words   |  4 Pagestrends in HRD in the course Seminar in Human Resource Development. This artifact considers strategic human resource management (SHRM) practices in terms of what human resource (HR) practitioners are doing and how it affects the organizations they are doing it in and the field of human resource development (HRD). 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Human Resource Management is defined as a strategic, integrated and coherent approach to the employment, development and well-being of the people working in organization. Beer (1984),â€Å"All management decisions and actions that affect the nature of the relationship between organization and its employees – its human resources.† while Storey (1995), â€Å"A distinctive approach to employment management which seeks to achieve competitive