Evolution of HRM: Taylor to Present

Human Resource Management (HRM)

• HRM is the organizational function managing and handling an organization's most valuable assets

Employee

• One of the most valuable assets of any organization

Frederick Taylor

• In 1890-1910, Frederick Taylor introduced "Scientific Management", which focuses on the scientific selection of employees based on their capabilities

1910-1930

• Companies began developing departmental units focused on employee well-being

1930-1945

• The "Hawthorne Studies" greatly impacted management studies, emphasizing personal and social interaction in the workplace

1945-1965

• This period saw a rise in union membership, which gave importance to the Employee-Employer Relationship

1965-1985

• The Civil Rights Act of 1964 prohibited discriminatory practices based on age, sex, color, religion, race, and disabilities; this was the highest point for anti-discrimination efforts

1865-Present

• A diverse labor force, globalization, and strategic HRM functions are three pressing concerns

Recruiting, Selecting, Training, and Developing Workers

• Related principles of psychology were also employed

Hawthorne Studies

• Conducted between the 1920s and 1930s, they increased focus on social and psychological relationships in the workplace

Best Features of Human Resource Management

• HRM is prevalent in nature, dynamic, individually oriented, employee-oriented, forward-looking, and growth-oriented

Employment Discrimination

• Unjust treatment of people based on age, race, gender, or religious belief

Quid Pro Quo Sexual Harassment

• When a manager demands sexual intimacy from an employee in exchange for employment

Hostile Environment

• Unsolicited criticisms and actions interfere with an employee’s performance, creating a disrespectful work environment

Pre-Hiring Stage

• An organization determines the right number and type of people required for a role

Hiring Stage

• Companies make policies to help managers fulfill staffing needs, leading to recruiting and selecting

Recruitment

• HRM practice of finding and enticing potential hires

Selection

• The HRM process of selecting the right person for the right job based on competencies, experience, and abilities

Post-Hiring Stage

• Companies implement HRM practices and productivity programs that enhance employee performance, like training, development, and compensation

Human Resource Planning

• Estimates the number and type of workers to successfully implement the organization's plan

Strategic Planning

• Formulation and implementation of strategies and assessing their effects on the internal and external environment

Quantitative Approach

• A method of predicting HR needs using trend, ratio, and regression analysis

Qualitative Approach

• A method of predicting HR needs using the Delphi Technique

Job Analysis

• Analyzes job requirements instead of the person; involves collecting data about job duties, requisites, traits, and attributes

Job Description

• A written statement describing job duties, responsibilities, and qualifications

Job Specification

• A statement of the minimum qualifications needed to perform the job

Job Interview

• A formal conversation between a job applicant and the employer

Personnel Management

• Refers to the people and focuses on conventional supervisory administration

Job Posting and Job Bidding

• Identifying qualified internal candidates by posting internal advertisements

Inventory Management Talent

• Method of identifying a qualified internal candidate from a pool of talents

Compressed Workweek

• An alternative work schedule where the workweek is reduced, but with longer hours

Flexible Time

• Also called Flexi-time, the worker selects their daily time-in and time-out, but works a specific number of hours

Job Content

• Shows the actual duties of the worker, how they perform the job, and the devices to be used

Supervisors and Leaders

• Every HR decision should be aligned with what the job requires, not biases

Interview Dont's

• Do not make long pauses or use slang terms such as "ahhh" or "uhm"

Protected Classification

• Categories of people lawfully protected against employment discrimination

Protected Groups

• Sub-categories of people within each protected classification

Entrepreneurs

• Face challenges in managing workers, especially in training, compensation, and building company culture

Job Context

• The conditions or environment where the job is performed

Sources of Locating and Attracting Candidates

• Includes outside sources (external hiring) and recruitment from within (internal hiring)

HR Generalist

• Performs all HR activities in small to medium enterprises

HR Specialist

• Performs specific HRM tasks in large companies

Organizational Ethics

• Right or wrong conduct in the workplace

Worker Requirement

• Qualifications considered vital by the employer for the job

Job Sharing

• Two employees with temporary or part-time status share a job

Telecommuting

• Globalization and technology are changing work, allowing employees to connect via electronic devices and other telecommunication channels