History Of Human Resource Management Essay
The rapid development of new Industrial approach to work changed the world dramatically. The quick and cheap production became a priority for many industries. The factories hired thousands of workers, who worked up to 16 hours a day. The second rapid development of Human Resources started in the beginning of 20th century. Most organizations introduced the Personnel Management. The personnel department had large responsibilities. It was dealing with issues, introducing the new law requirements. It had the responsibility for the Implementation of different social and work place safety programs.
Everything was focused on the productivity of employees. During this period, the trade unions evolved. The trade unions changed the rules of the game. The employer got a strong partner to discuss with. The real HRS Revolution began in ass’s of the 20th century. The technology and the globalization have changed the rules of the game. Most HRS Functions are running complex HRS solutions, which make information about employees available anywhere and anytime to managers and HRS Professionals. Managers and leaders have to think global today; they have to understand to different cultural backgrounds.
The corporate culture cannot be country specific; it has to reflect many nations working for the organization. This is
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The future of Human Resources ill be about new networking methods and how to make employees know each other. Introduction to Harrows Harrows is an up market department store. Located on Prompt road, In Knightsbridge, In the Royal Borough of Kensington and Chelsea, London. The Harrows brand also applies to other enterprises undertaken by the Harrows group of companies including Harrows Bank, Harrows Estates, Harrows Aviation and Air Harrows, and to Harrows Buenos Aries, sold by Harrows in 1922 and closed as of 2011, with plans announced to reopen in 2013.
In the retail industry, employees are the public face of the company. They are responsible for interacting daily with a variety of stakeholders to ensure the day-to-day running of the business. It’s global what an organization stands for. Harrows values are – British, Luxury, Service, Innovation, and Sensation. 1 . Describe what is meant by the term Human Resources Management. Answer: Human Resource Management is a process of hiring and developing employees so that they become more valuable to the organization.
Human Resource Management includes conducting Job analyses, planning, personnel needs, recruiting he right people for the Job, managing wages and salaries, evaluating performance and communicating with all employees at all employees. We can also say that Human Resource Management is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. 2. Explain the benefits to a business of increasing employee engagement.
Answer: The benefits to a business of increasing employment engagement are given below – Research into Human Recourse Management indicates that he intrinsic factors motivate employees which are based on meeting the personal needs of an individual. Human beings have a number of key psychological needs including- 1. The need to feel that you can do something well 2. The need to be part of a group 3. The need for respect and encouragement from others These needs are typically met from non-financial rewards, for example by providing opportunities: for promotion, to make decisions, to contribute to a team, to do a variety of tasks.
Harrows applied these intrinsic needs and encourages Job rotation, bob enrichment, Job enhancement to provide career development opportunities. For developing new skills in different areas of the business Job rotation changing Jobs and work areas. Harrows provides Job opportunities like face-to-face customer operations, merchandising, recording and reporting of sales and online customer communications. Encouraging and supporting staff to take on new or more challenging tasks is Job enhancement. Job enrichment involves building existing Job roles by enabling employees to engage in a wider variety of interesting tasks.