Janelle Caye S.

Morales

1MM1 Non-ABM

Define Human resource management its nature and scope.

Human Resource Management is a management function concerned with hiring, motivating, and
maintaining workforce in an organization. Human resource management addresses issues relating to
employees, including recruitment, administration, development, training, and compensation. The
achievement of organizational goals is guaranteed through human resource management, which also
ensures employee satisfaction. The essential resource of any organization is its workforce, and
Armstrong (1997) defines human resource management as "a systematic approach to obtaining,
developing, managing, motivating, and gaining the commitment of the organization's key resource."

Synthesize historical breakthrough in human resources management and development.

1890-1910

Frederick Taylor develops his ideas on scientific management. Taylor advocates scientific selection of
workers based on qualifications and also argues for incentive-based compensation systems to motivate
employees.

1910-1930

Many companies establish departments devoted to maintaining the welfare of workers. The discipline of
industrial psychology begins to develop. Industrial psychology, along with the advent of World War I,
leads to advancements in employment testing and selection.

1930-1945

The interpretation of the Hawthorne Studies' begins to have an impact on management thought and
practice. Greater emphasis is placed on the social and informal aspects of the workplace affecting
worker productivity. Increasing the job satisfaction of workers is cited as a means to increase their
productivity.

1945-1965

In the U.S., a tremendous surge in union membership between 1935 and 1950 leads to a greater
emphasis on collective bargaining and labor relations within personnel management. Compensation and
benefits administration also increase in importance as unions negotiate paid vacations, paid holidays,
and insurance coverage.

1965-1985

The Civil Rights movement in the U.S. reaches its apex with passage of the Civil Rights Act of 1964. The
personnel function is dramatically affected by Title VII of the Civil Rights Act , which prohibits
discrimination on the basis of race, color, sex, religion, and national origin. In the years following the
passage of the CRA, equal employment opportunity and affirmative action become key human resource
management responsibilities.
1985-present

Three trends dramatically impact HRM. The first is the increasing diversity of the labor force, in terms of
age, gender, race, and ethnicity. HRM concerns evolve from EEO and affirmative action to "managing
diversity." A second trend is the globalization of business and the accompanying technological
revolution. These factors have led to dramatic changes in transportation, communication, and labor
markets. The third trend, which is related to the first two, is the focus on HRM as a "strategic" function.
HRM concerns and concepts must be integrated into the overall strategic planning of the firm in order to
cope with rapid change, intense competition, and pressure for increased efficiency.

Identify the different features of HRM.

1. A Part of Management Discipline

- An essential element of management discipline is human resource management. Even if it
might not be thought of as a discipline in and of itself, it is unquestionably a subject of study.
A business unit's human resources can be managed using management concepts, principles,
and procedures since human resource management belongs to the same family of processes
as management.
2. Universal Existence
- In that it may be used in all types of companies, human resource management is a universal
function. No matter the size, kind, scope, or purpose of the organization, the principles and
practices apply everywhere.
3. Concerned with People
- The administration of human resources, often known as human capital, within a business
unit. It controls a variety of personnel, including laborers, managers, department leaders,
and other senior executives. Therefore, the management of people resources and their
dedication to work is referred to as human resource management.
4. Action Oriented
- Action is the main focus of human resource management rather than preserving records,
following regulations, or following written processes. Rational policies are used to address
the issues facing employees.
5. Directed towards Achievement of Objectives
- The goal of human resource management is to ensure that employees are working toward
corporate goals. Additionally, it offers methods and tools for efficiently managing the
company's human resources.
6. Integrating Mechanism
- Recognizing the best way to accomplish shared goals is one of the key aims of human
resource management. Maintaining friendly relationships between employees at all levels of
a firm is another benefit.
7. Development Oriente
- The goal of human resource management is to maximize or realize the potential of
employees. For this, the reward system is adapted to the requirements of the workforce. It
also affects employee skill development through training. It makes every effort to fully
utilize the employee talent that is available to serve the corporate goals.
8. Continuous Process
 - In the sense that it is active from the moment an entity is created until it is terminated,
human resource management is a continuous process. It primarily considers managing the
company's human capital, which is an ongoing process and not something that can be done
in a single day or bad transaction.
9. Comprehensive Function
- Managing human resources can never be an exclusive activity as it involves all individuals at
work. No individual irrespective of his designation, pay, nature of job is excluded from the
peripheral of human resource management.

Compare and contrast the differences between personnel management, human resource
management and human resource development

Whereas human resource management takes a more strategic approach, forecasting the needs of the
business and continuously monitoring and changing all systems, personnel management concentrates
on maintaining all administrative and personnel systems. Training personnel and coordinating their
personal development goals with the overarching objectives of the organization or business are the
main concerns of human resource development. Human resource management includes a greater focus
on labor relations, wages, benefits and compliance.