HRM
- This is a preview of the essay.
To view the full text you must login!
Introduction
Labour is one of the key resources of organisations. Before the evolution of personnel policy, they were treated like machines: if they get money, they do the job. However, it was realised that people are not simply another source of input and that they are much more than instruments of production.
The development of personnel policy started in the 19th century, when some people started to intervene in industrial affairs to support the position of the underprivileged factory workers. From 1880-1920 came the age of Welfare. At this stage, employees were provided with facilities such as canteens and their personal interests were also looked after. Personnel Administration (1920-1940) provided, in addition to welfare, personnel support to management in the form of recruitment, basic training and record keeping. In the next stage of development (1950-1980), Personnel Management provided a whole range of personnel services, including salary administration, craft and supervisory training and advice of industrial relations. In its mature phase, its role extended to include management development, systematic training, performance appraisal and manpower planning.
Human Resource Management (HRM) emerged from the writings of American academics in the 1980s...