HRM 1000

Week 1 and 2
HRM: Yesterday, today, & tomorrow

Budworth, 1000 1
 • Your text would say:
• “an integrated set of processes, practices,
programs, and systems in an organization that
focuses on the effective deployment and
What is development of its employees”
HRM?
• Broader view:
• Understanding the employee as a whole person
• Driving toward outcomes beyond performance

Budworth, 1000 2
• HRM 1000 - Fundamentals of HRM
2000-level courses
• HRM 2420 - Human Capital Data and Analytics
• HRM 2600 - Human Resource Management
3000-level courses
• HRM 3400 – Occupational Health & Safety
• HRM 3410 – Training & Development
• HRM 3422 - Industrial Relations
• HRM 3420 - Employment Law
• HRM 3430 - HR Planning
• HRM 3440 - Leadership
• HRM 3450 Equity, Div. & Incl.
• HRM 3470 - Recruitment, Sel. & PA
• HRM 3490 - Compensation
• HRM 3460 - Org Development
Budworth, 1000
4000-level courses
• HRM 4410 - Strategic HRM
• HRM 4420 - HR Research Methods
• HRM 4430 - Career Management
• HRM 4440 - Issues in HRM
• HRM 4444 - Identity, Inclusivity in Orgs
• HRM 4470 - Int HRM
• HRM 4480 - Cross Cultural Management
• HRM 4481 - Org Communication
• HRM 4485 - Executive Coaching
• HRM 4490 - Negotiations for HRM
• HRM 4495 - Managing Groups and Teams
• HRM 4500 - Advanced Law of Work
• HRM 4475 - Migration, Work & Society
• HRM 4050 - Advanced IR
3
Overlapping areas of study

HRM

Industrial
Management
relations

Budworth, 1000 4
The evolution of HRM

Psychology
Industrial
Taylorism & Human
Revolution
Relations

Budworth, 1000 5
1800s: Industrial revolution

Farming / household work Factory work

• Autonomy • No autonomy
• Self-management • No self-management
• Flexible work hours • Commute to large spaces
• Work at home in small groups • Individual income
• Household income • Reduced value on childcare
responsibilities

Budworth, 1000 6
1900s: Industrial
Relations
• Close monitoring

• Motivation through extrinsic reward and

punishment

• Owners have qualities that make them

particularly suited to lead the workforce

Budworth, 1000 7
Taylorism

• Frederick Winslow Taylor (1856-1915)

• Effort to systematize management
• “One best way”
• Standardization of tasks
• Workers are motivated by money!
Managers know best.

Budworth, 1000 8
1930s: Human
Relations
• Psychological differences

• Acknowledgement that workers have

different skills

• Job satisfaction is important

• Group dynamics matter

• Importance of fairness and justice

Budworth, 1000 9
Elton Mayo (1880-
1949)
• Response to Taylorism

• Importance of group dynamics

• Communication: bidirectional

• Leadership as a practice/skills

Budworth, 1000 10
4 waves of HRM

Administrative work Functional expertise

HR as a competitive
Strategic HRM
advantage

Budworth, 1000 11
Goals of HRM
Foster employee
engagement
Maintain
standards of
performance
Legal requirements

Budworth, 1000 12
 • People are our competitive advantage

• Thinking about the complete person: work-life

balance

Where are • Diversity

we now? • Contextual factors: workforce characteristics

• External forces: technology, globalization

• Social movements: CSR

Budworth, 1000 13
Demographics
• Aging workforce

• Increasing workforce diversity

• Shifting social norms

Budworth, 1000 14
Technology
• Deskilling

• Creation of knowledge worker

• Distributed work

• Communication & power

distance

Budworth, 1000 15
 • Outsourcing & offshoring
Globalization
• Global workforce

• Global careers

16 Budworth, 1000
Budworth, 1000 17
Budworth, 1000 18
Work after COVID-19?

Increased automation &

Acceleration of e-
AI; decrease in low-wage
working trends
jobs

Need to transition to job

What does this mean for
requiring higher skills for
HRM?
higher wages

Budworth, 1000 19
Exploring future trends
Discussions

Budworth, 1000 20