GRH Evolution: Human Resources Management PDF

# GRH: Human Resources Management ## Evolution of Human Resources Management This document outlines the evolution of Human Resources Management (GRH in French) and its strategic importance within organizations. ### 1. First Stage: The Formation of Human Resources Function (1914-1945) - This stag...

# GRH: Human Resources Management ## Evolution of Human Resources Management This document outlines the evolution of Human Resources Management (GRH in French) and its strategic importance within organizations. ### 1. First Stage: The Formation of Human Resources Function (1914-1945) - This stage marks the foundation of HR and its development. - Key contributors include: - **Max Weber:** Defined three types of organizations: Traditional, Charismatic, and Bureaucratic. He believed the bureaucratic organization was most efficient and egalitarian. - **Frederick Taylor:** Introduced the principles of "POST": - Salary based on performance: This motivates employees for higher productivity. - Functional Structure: Dividing work based on functions, promoting specialization and vertical management. - Division of work: Separation of conception and execution. - **Henri Fayol:** Identified six functions of management: - Technical - Commercial - Financial - Administrative (POCCC: Planning, Organizing, Commanding, Coordinating, Controlling) - Security - Accounting ### 2. Development of Human Resources Function (1945-1979) - This period is marked by the emergence of "HR Aid" which emphasizes employee motivation. - Major contributors include: - **Elton Mayo:** Focused on employee relationships and their impact on performance. - **Abraham Maslow:** Proposed the "Hierarchy of Needs" theory, where motivation is driven by various needs: Physiological, Safety, Social belonging, Esteem, and Self-actualization. - **Frederick Herzberg:** Introduced the "Two-Factor Theory" highlighting two types of factors that influence job satisfaction: - Hygiene factors (physiological, security, social) – these cause dissatisfaction when absent; - Motivating Factors (esteem, self-actualization) – these generate job satisfaction when present. ### 3. Recognition of Human Resources Function (1980-Present) - This period is characterized by: - Technological advancement and new technologies. - Increased competition. - Shifting towards productivity and maximizing profits. - Focus on quality, respect for deadlines, and responsiveness in the workplace. ### 4. Human Resources Function as a Strategic Function (1990-Present) - This period sees HR transforming into a strategic function due to: - The rise of the service sector. - Societal change. - Increased qualification requirements, and a changing workforce. - Regulatory changes. - Increased impact of HR on organizational success. - Emphasis on the human element for achieving organizational goals and performance. ## Summary This document provides a comprehensive overview of the evolution of human resources management, showcasing how it has transformed from a purely administrative function to a strategic pillar for organizational success. The importance of human capital is consistently highlighted as a crucial component for fostering organizational performance and growth.