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Main influence upon the development of the HRM function during the last century.

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Introduction

Main influence upon the development of the HRM function during the last century Personnel Management 'Personnel Management' as a corporate issue developed in the early 1900s. The Chartered Institute of Personnel and Development, for example, was formed in 1913 as the Industrial Welfare Society. A deliberate focus on employees and their management originated in part from the social welfare movement of the 19th century but also from a corporate paternalism (Henry Ford set up a Sociological Department in 1916). Over the years personnel management came to focus on efficient procedures and rules for administering large numbers of employees. Its aim was to manage difficulties, introduce fair systems and reduce costs. ...read more.

Middle

Business in the West was also failing to keep up with the Japanese. An examination of Japanese methods showed that they considered people 'a key asset of the business and that management of people was a central strategic issue rather than a necessary inconvenience.' (Best quoted in Goss 1994:4) Everything pointed to need to think of employees as a resource to be valued, developed and actively managed. The move towards a more individualistic and people centred style of managing personnel was reinforced particularly in the UK by business conditions in the 1980s: � a decline in the number of employees in trade unions � more employees get their wages set by management rather than through collective bargaining. ...read more.

Conclusion

At the same time it was found that the expectations of new employees coming into organisations were changing. Research by Michael Maccoby (1988) seems to show that people coming into employment today have different needs from employees of the past. These are due to changes in, for example, the way people are educated (learning is more self-directed) and social relationships (people are less prepared to do as they are told). Therefore, according to Maccoby, work has to match workers' dominant values for them to be motivated. These ideas helped to make the use of 'empowered' or 'semi-autonomous' teams popular in the workplace. So, the ideas and principles of Human Resource Management have continued to develop over the last 20 years. ...read more.

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