Evolution of human resource management
The evolution of the human resource management is a time which is fundamental for the understanding of the philosophy, the functions, and practices of the HRM whose impacts are followed in diverse situations so that the relevant HRM practices are evolved in the present moments. As a part of the management discipline, the HRM has embraced a pattern development of management due to the interrelationship of the problem of both fields.
In the 1950s, the human resource departments were characterized by rapid changes, including realizing that people were not puppets. There was increased recognition of the need to train workers and work collaboratively with the labor unions to develop more substantial compensation packages. Unlike today HRM, which is characterized by extraordinary automation levels and use of computer technologies such as the cloud computing mechanisms, the HRM departments in the 1950s were marked by massive paperwork with most work being done manually. There was little data to analyze compared to contemporary HRM, which is characterized by enormous information. In the 1950s, the working conditions were unhygienic and started to improve as organizations experienced rapid development in size and technology.
Besides the evolution in technologies, there are increased levels of globalization due to enhanced transport, which calls for enterprises to embrace workers for diverse cultural backgrounds and nationalities and, hence, develop policies that will suit all. Enterprises have grown in size to Multinational corporations coupled with the increased competition calling for enhanced hiring, employee management, and data management in the human resource departments for more informed decision making and to give businesses a competitive advantage.
Based on the arguments or Leroux, Ulrich, and Welch, the HRM functions differed in various ways. Leroux viewed HRM to play critical roles in tracking workforces and their records. Ulrich further demonstrated that the HRM function extends to compliance with the laws and regulations and other measures such as medical covers, housing benefits, and vacations. Motivation is critical and can be offered by creating an enhanced working environment, training, and improved communication between the management and the staff, as demonstrated by Welch.
I would regard the enterprise’s HRM department in which I work to be quite useful as it has offered memorable experiences. The enterprise has embraced diversity and outstanding automation levels, which has enhanced the efficiency of operations and m smoothened communications. The organization management promptly responds to the grievances of the employees. It ensures that employees are not regarded as a means of success but as a fundamental asset, which is part of its success. Arising issues o in the workplace environment like faulty taps, disputes among employees, and cases of injuries are adequately addressed.