The history of human resource management

Written by Jodonna Green

In the 1700s , the Industrial Revolution started in England that brought a transformation in the practices of production. The machine-made goods replaced hand-made goods, large factories replace cottage industries, and small-scale replaced large-scale production. The US economy converted from agri-based to industry-based. This new system required an well-organized structure, and led to recruitment of a large number of immigrants. Employment were created for the immigrants, recruitment and management of individuals gained vitality. Managers were higher than the employees. This system created a gap between the labour force and the management.

Social welfare approached in the early HRM helped the immigrants to get adjusted to their jobs and to 'American' way of life. The programs was assigned to ensured an increase in productivity.

In the 1790s, employees empower considerably and increased at a quick pace .In the 1800s and 1900s the advent of Labour Union led HR department more capable in politics and diplomacy. HR department has management, labour unions, and Frederick W. Taylor's (1856-1915) theory of 'Scientific Management'.

In 1902, National Cash Register was formed to handle employee grievances, record keeping, wage management and other employee-related functions.
In 1913, the US Department of Labour promoted the welfare of employees. In 1920s and 30s, the impact of the Hawthorne studies enhanced the physical work conditions for employees changes from workers' efficiency to efficiency through work satisfaction.

In 1938, the Fair Labour Standards Act provided security and helped increased the standard of the employees. Since then, the welfare of workers have more new and efficient laws. Therefore, human relations became a prominent feature of organizational behaviour.
The National Labour