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    Late 19th Century Industrial Era Work Welfare++21

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    eslam sbaaei
    The document traces the evolution of HR from the late 19th century industrial era through the present. Key developments include the scientific management movement in the early 20th century, the human relations movement from 1940-1960, the rise of civil rights and equal opportunity from 1963-1980, increased technology and automation in the 1980s-1990s, and a focus on talent management and strategic partnership in the early 21st century. Looking ahead, future HR challenges will include attracting and retaining top talent, developing future leaders, managing globalization and human capital investments, and improving employee well-being and work culture.

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    Late 19th Century Industrial Era Work Welfare++21

    Uploaded by

    eslam sbaaei
    221 views5 pages
    The document traces the evolution of HR from the late 19th century industrial era through the present. Key developments include the scientific management movement in the early 20th century, the human relations movement from 1940-1960, the rise of civil rights and equal opportunity from 1963-1980, increased technology and automation in the 1980s-1990s, and a focus on talent management and strategic partnership in the early 21st century. Looking ahead, future HR challenges will include attracting and retaining top talent, developing future leaders, managing globalization and human capital investments, and improving employee well-being and work culture.

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    The document traces the evolution of HR from the late 19th century industrial era through the present. Key developments include the scientific management movement in the early 20th century, the human relations movement from 1940-1960, the rise of civil rights and equal opportunity from 1963-1980, increased technology and automation in the 1980s-1990s, and a focus on talent management and strategic partnership in the early 21st century. Looking ahead, future HR challenges will include attracting and retaining top talent, developing future leaders, managing globalization and human capital investments, and improving employee well-being and work culture.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    221 views5 pages

    Late 19th Century Industrial Era Work Welfare++21

    Uploaded by

    eslam sbaaei
    The document traces the evolution of HR from the late 19th century industrial era through the present. Key developments include the scientific management movement in the early 20th century, the human relations movement from 1940-1960, the rise of civil rights and equal opportunity from 1963-1980, increased technology and automation in the 1980s-1990s, and a focus on talent management and strategic partnership in the early 21st century. Looking ahead, future HR challenges will include attracting and retaining top talent, developing future leaders, managing globalization and human capital investments, and improving employee well-being and work culture.

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    HR Evolution, Development and Challenges

    Late 19th Century Industrial era work welfare

     Industrial revolution replaced cottage industries by large factories.

     Increase in manpower caused by immigrant workers, resulting in need to supervision of large

    number of workers.

     Workers were controlled with force and fear.

     Maximum workers exploitation and little concern for their safety or welfare were in this era.

     Autocratic management systems and poor working conditions prevailed.

     Child labor increased.

     Gap between workers and supervisors widened, leading to more conflicts.

    Early 20th Century:

    1920:1930

     Scientific management movement established by Frederick Taylor was emerged.

     This movement was met by attack because it neglected human side.

     Trade unions were strongly emerged to demand an increase in workers’ wages, a reduction in

    work hours and a provision of democratic right to reject any unfair policies.
     Various attempts at employee satisfaction begun to be implemented by applying Hawthone

    studies.

    1940:1960

     World War II created an exceptional demand for labor and slowed temporarily growth of

    unions.

     Human Relations Movement shaped the management ethos of the time.

     Welfare issues for workers were emphasized.

     Official recognition of trade unions in various countries was in this era.

     Enactment of a significant number of employment laws was in this era.

    Late 20th Century:

    1963-1980

     Civil Rights Movement shaped the management thinking of time.

     All forms of discrimination and ushered in equal employment opportunity was abolished.

     Personnel management transitioned into human resources management.

     Computerization of the HR function increased.

     Human Resource Information System (HRIS) was developed

    1980-1990

     Introduction of the automation in the workplace was increased.


     Efficiency and Effectiveness through adoption of technology in HRM were emphasized.

     This era concerned on the worker value (if a worker is a virtual resource or he is an

    necessary cost to minimize).

    Early 21th Century:

     This era is shaped by increasing globalization forces, rapid change occasioned by tremendous

    technological breakthroughs.

     Intellectual capital was recognized.

     Strategies for recognition, rewards, motivation were increased

     Greater awareness of the HR role as a strategic business partner was accomplished.

     Improved strategies for attracting, retaining, development and engagement of talent were

    emerged.

     Workforce evaluation methods such as balanced scorecard and performance appraisal

    techniques were emerged.

    Present:

     Organizations concern on contribution of HRM to competitive advantage

     Human resource planning techniques, diversity and talent management, e-HR, e-training, e-

    recruitment, and telecommuting are emerged.

     HR does not stop after hiring an employee; Organizations try to empower the worker

    according to their needs.


     Organizations keep a warm atmosphere for their workers, encouraging them to implement in

    group work.

     HR departments in organizations hire trainers for developing the skill of their workers and

    shaping them organization strategy.

     HR departments give a lot of interest in taking into account the employee’s demand rather

    than just company benefits.

     Work culture changes in a different way, i.e. working at home becomes allowable.

    Future and HR Challenges:

    There are future HRM challenges which should be considered such as:

     Attraction of Top Qualified Candidates

    HR professionals should be able to get the best talent before the competitor gets.

    The presence of social media made this matter more difficult.

     Creation of future leaders

    By giving the employees, opportunity to grow, future pillars of organization can be built.

     Retaining new talents in an organization: learning and developing environment can make the

    employee to tempt to be a part of the organization.

     Globalization: HR needs to pay more attention towards wage difference between local

    employees and the employees from other countries.

     Accelerating Human Capital Investments: many countries invest in human capital and

    develop the market of this investment.


     Improvement of the psychological well-being of the employees

     Interest in workers’ progress

     Creation of transparent work culture.

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