A summary of personnel and Human Resource management [P/HRM] from 1900-2000

PM was gradually being thrown out the window, HRM however was now being recognised as the better alternative.  1911 was the introduction of The NHS Act making provisions for the colleague in times of illness where as human resource was now effectively being seen as “..exploitation of the workforce [HRM, (2nd edition) Morris and Wood, p55, Morris]” and not an all round scorer.

A new breed of “..educated and healthy..” workforce was now in play [HRM, Trevor Bolton, (3rd edition) Blackwell Business] through direct assistance of the aftermath 2nd World War i.e.: National Health Service and The 1944 Education Act. Many contributory factors were evolving and erecting legislation here and thinkers there bought about change, one whom springs to mind is Mr Drucker 1955 he states that “.. he wanted managers to recognise the consequences of the behaviour…” [Human Resource Planning(2nd edition] J Bramham, Institute of PD].

The 1940-50’s were now able to grasp this of staff management services, which were being introduced along with training contracts and industrial relations.

The 1960-70’s were the era in which emergence of there concept are mainly in place today but with less complexity.  It was during this period that there was the introduction of more sophisticated working practices. Along with this is now more emphasis on recruitment selection interviews.  Performance test and assessment mechanisms are more widely accepted as being essential within the structure in resourceful management.  All thoughts, practises and theories have been embrace accordingly to what is Human Resource Management practised today.