Human Resource Management

Origins of the terminology

In his 1893 book The Distribution of Wealth, pioneering economist John

R. Commons addressed "human resource," but he did not go into any
detail. The phrase was used to promote the idea that people have value (as
in human dignity) from the 1910s through the 1930s; by the early 1950s,
it indicated using people as a means to an aim (for employers). In a 1958
paper by economist E. Wight Bakke, the phrase was first used in that
context, according to experts.

The following must be understood in relation to how people react to

changes in a labor market:

Skills and qualifications: As companies transition from manual to more

management professions, there is a greater need for highly skilled
personnel. Employers must compete for employees if the labor market is
"tight" (i.e., there aren't enough people to fill all the open positions).
Geographical distribution: How far is the person's employment from
them? The commute time should be reasonable given the pay, and who
applies for a post is also influenced by the local transportation and
infrastructure.

Occupational structure: the standards and principles that guide the many
occupations inside a company. Craft (loyalty to the trade), organizational
career path (advance through the firm), and unstructured (lower/unskilled
workers who work as needed) are three different types of occupational
structure that Mahoney (1989) developed.
Different age groups of employees have distinct traits, such as their
conduct and expectations of the company, due to generational
differences.