Chapter 1

Introduction to Human Resource Management

Objectives:

 Understand the concept of Human Resource Management and Its origin.

 Reflect the contributions of Human Resource Management to its current state.
 Compare the Traditional Human Resource Management to Electronic Human Resource
Management.
 Appreciate the Importance of Human Resource Management in the Labor Force.
 Utilize the fundamentals learned in Human Resource Management in the workplace.
1.1. Introduction
Welcome to Human Resource Management. This is a 3-month Trimester course that
highly focus on how to Human formation process, Labor rights and behavioral organization and
management. Heathfield (2021) in his writing defines as formation of labors force through the
process of recruitment, employment formation and evaluation. Thus, in this introductory course,
the discussion will solely focus on its concepts, History and its whole scope.

1.2. Pre-Test
Reflect and answer the following:
1. What is Human Resource Management?
2. In your perception, how did Human Resource Management came to existence?
3. Why is Human Resource Management Important?
4. Which is more efficient, Traditional Human Resource Management or Electronic Human
Resource Management? Justify your answer.

1.3. Definition of Terms

Unlocking Concepts

1. Human Resource Management - Human Resource Management is a critical

thinking approach on organizing, molding and forming Human Capitals to its
maximum Potentials. (Hendry, 1995)

2. Electronic Human Resource Management - is the planning, implementation, and

application of information technology for both networking and supporting at least two
individual or collective actors in their shared performing of HR activities. (Edu Notes,
nd.)

CHAPTER 1: INTRODUCTION TO HUMAN RESOURCE MANAGEMENT 2

1.4. Evolution of Human Resource Management
The next discussion will thoroughly explain the History of Human Resource
Management and its significance.

Figure 1.1. The Time Line of Human Resource Management

Period before Industrial Revolution

The society was primarily an agriculture economy with limited production. Number of
specialized crafts was limited and was usually carried out within a village or community with
apprentices assisting the master craftsmen. Communication channel were limited and labor
gender specific is exercised.

Period During Industrial Revolution

Industrial revolution marked the conversion of economy from agriculture based to
industry based. Modernization and increased means if communication gave way to industrial
setup. A department was set up to look into workers’ wages, welfare and other related issues.
This led to emergence of personnel management with the major task as:

1. Worker’s wages and salaries.

CHAPTER 1: INTRODUCTION TO HUMAN RESOURCE MANAGEMENT 3
 2. Worker’s record maintenance.
3. Worker’s housing facilities and health care.

An important event in industrial revolution was growth of Labour Union (1790) – The
works working in the industries or factories were subjected to long working hours and very
less wages. With growing unrest, workers across the world started protest and this led to the
establishment of Labour unions.
To deal with labor issues at one end and management at the other Personnel Management
department had to be capable of politics and diplomacy, thus the industrial relation
department emerged.

Post Industrial Revolution

The term Human Resource Management saw a major evolution after 1850. Various
studies were released and many experiments were conducted during this period which gave
HRM altogether a new meaning and importance.
Frederick W. Taylor gave principles of scientific management (1857 o 1911) led to the
evolution of scientific human resource management approach which was involved in the
following:

1. Worker’s training
2. Maintaining wage uniformity
3. Focus on attaining better productivity.

Hawthorne studies, conducted by Elton Mayo & Fritz Roethlisberger (1927 to 1940). –
Observations and findings of Hawthrone experiment shifted the focus of Human resource
from increasing worker’s productivity to increasing worker’s efficiency through greater work
satisfaction.
Douglas McGregor Theory X and Theory Y (1960) and Abraham Maslow’s Hierarchy of
needs (1954) – These studies and observations led to the transition from the administrative
and passive Personnel Management approach to a more dynamic Human Resource
Management approach which considered workers as a valuable resource in the following:

1. Recruitment and selection of skilled workforce.

2. Motivation and employee benefits
CHAPTER 1: INTRODUCTION TO HUMAN RESOURCE MANAGEMENT 4
 3. Training and development of workforce
4. Performance related salaries and appraisals.

Strategic Human Resource Management Approach

With increase in technology and knowledge base industries and as a result of global
competition, Human Resource Management is assuming more critical role today. Its major
accomplishment is aligning individual goals and objectives with corporate goals and
objectives. Strategic HRM focuses on actions that differentiate the organization from its
competitors and aims to make long term impact on the success of organization.

1.5. Electronic Human Resource Management

The next discussion will thoroughly explain the Electronic Human Resource
Management and its nature.
Explained by EDU Note (nd.) E-HRM is the planning, implementation, and application
of information technology for both networking and supporting at least two individual or
collective actors in their shared performing of HR activities. E-HRM is not the same as
HRIS, which refers to ICT systems used within HR departments.

Illustrations

Figure 1.2. Exposing a brief preview of Electronic Human Resource Management

CHAPTER 1: INTRODUCTION TO HUMAN RESOURCE MANAGEMENT 5
 E-HR is a function of HR that is concerned with the use, management, and regulation of
electronic information and processes within an organization. E-HR is different from E-HRM
(Electronic Human Resource Management) and HRIS (Human Resource Information
System) which are uses of technology. More specifically, E-HRM is a system that allows
management and employees access to human resource related information and services
through an organization's intranet or web portal. HRIS refers to enterprise resource planning
software that streamlines human resource functions such as payroll.
In contrast, E-HR is a function of human resources that requires cross-functional
knowledge and collaboration between multiple departments, most notably human resources
and information technology." [Electronic human resources. Wikipedia] The HR infographics
example "Electronic human resources (E-HR)" was created using the ConceptDraw PRO
diagramming and vector drawing software extended with the HR Flowcharts solution from
the Management area of ConceptDraw Solution Park. (E-HRM, nd.)
The rest of the Electronic Human Resource Management will be further elaborate in the
next 8 discussions.

1.6. Conclusion
Human Resource Management is a management of organizing Human Capital in
engaging labor in the workplace as well as enhancing their full potential and skills and
expediting labor forces efficiencies. Before, labor is just working for the sake of working
ignoring humanistic concerns. Gradually, human rights and labor advocacy upraises resulting
individuals studying various Human Resource efficiencies and strategies which lead to this
the E-HRM. At the end of the day, this is the reason why benefits and privileges as well as
job security existed because of these HRM procedures.

1.7. Post Question

1. What are some significant events happen in the development of Human Resource
Management?
2. Why Human Resource Management became the center point for labor security upon
studying its evolutionary process?

CHAPTER 1: INTRODUCTION TO HUMAN RESOURCE MANAGEMENT 6

 REFERENCES

Online Sources:
Electronic Human Resource Management, nd. (Accessed on:
https://conceptdraw.com/a3187c3/preview)
Electronic Human Resource Management, nd. (Accessed on: https://www.iedunote.com/e-
hrm#:~:text='E%2DHRM%20is%20the%20planning,systems%20used%20within%20HR
%20departments.)
Hendry, Chris, Human Resource Management: A Strategic Approach to Employment, USA:
Routledge Taylor and Franics Group, 1995. (Accessed
on:https://books.google.com.ph/books?
hl=en&lr=&id=iTEsBgAAQBAJ&oi=fnd&pg=PR3&dq=human+resource+management&
ots=EdBjBAL2Wz&sig=t3BIqdrBTPFlIw8PU9-
kMK2l7tE&redir_esc=y#v=onepage&q=human%20resource%20management&f=false)
Human Resource Management, 2021. (Accessed on: https://www.thebalancecareers.com/what-
is-human-resource-management-1918143)

YouTube Videos
GreggU (2018, October 2). HR Basics: Human Resource Management. Retrieved From:
https://www.youtube.com/watch?v=A2HFusWQIeE

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