BRIEF HISTORY OF HUMAN

RESOURCE MANAGEMENT
 EARLY MANAGEMENT
PRACTICES (PRE-20TH
CENTURY):
Before HRM became formally This Photo by
Unknown Author

recognized, firms used labor is licensed under

CC BY

management techniques. Tasks

including hiring, firing, and
salary payment, which were
frequently managed by
personnel managers or labor
overseers.
.
HISTORY

Scientific Management (Early 20th Century):

Frederick Taylor's principles of scientific management focused
on optimizing work processes for increased efficiency and
productivity. While not HRM in the modern sense, this laid the
foundation for the systematic approach to workforce
management.
 THE HAWTHORNE STUDIES (1920S-
1930S):
Researchers like Elton Mayo conducted
studies at the Hawthorne Works that
highlighted the significance of human
factors in productivity. This gave rise to the
human relations movement, emphasizing
the importance of employee well-being and
motivation.
POST-WORLD WAR II
(1940S-1950S):
The aftermath of World War II
led to a greater need for skilled
labor, resulting in the expansion
of HR departments. HRM
began to encompass functions
like recruitment, training, and
labor relations.
“
Civil Rights Movement (1960s):

”
The civil rights movement in the United States prompted a focus
on equal employment opportunity, anti-discrimination laws, and
affirmative action programs. This had a significant impact on
HRM, particularly in terms of diversity and inclusion.
.
Strategic HRM (1980s-Present):
In the 1980s, HRM shifted toward a strategic focus,
aligning HR practices with an organization's strategic
goals. This recognition of human capital as a competitive
advantage led to more strategic HR practices.
Technology and Automation (Late 20th
Century-Present):

The development of HRIS (Human Resource Information

Systems) and automation has streamlined HR processes and
enabled data-driven decision-making. This continues to evolve
with the use of AI and analytics in HR.
Globalization (Late 20th Century-Present):

As organizations expanded internationally,

HRM had to adapt to the complexities of
managing a global workforce, including
diverse cultures, international labor laws, and
talent mobility.
Talent Management (21st Century):

In the 21st century, HRM has emphasized talent

acquisition, development, and retention as critical
strategies. This includes practices such as
succession planning, leadership development, and
creating a positive workplace culture.
Diversity and Inclusion (21st Century):

Organizations have increasingly recognized the

importance of diversity and inclusion in the
workplace, leading to diversity hiring initiatives,
equity programs, and efforts to foster inclusive
cultures.
Agile HR (Present):

With the rapid changes in technology and business

environments, HRM has embraced agility and
adaptability. Agile HR involves quick responses to
changing organizational needs and a focus on
innovation and flexibility.
THANK YOU!!!