Evolving Trend of Human Resource

Topics: Human resource management, Human resources, Management Pages: 8 (2688 words) Published: February 14, 2013

Evolving Trend Of Human Resource Managment
Class: BBA-5C

DECEMBER 17th, 2012
Over the past few eras Human Resource Management has evolved significantly and it has experienced a most important transformation in form and function mainly within the past two decades. The role of the Human Resource Manager is evolving and developing with the change in competitive market environment and the awareness that Human Resource management must play a more strategic role in the success and attainment of organizational goals. Organizations that do not put their emphasis on appealing and retaining talents may find themselves in terrible consequences, because in the strategic employment of their human resources as their competitors may be outplaying them. Traditionally, the Human Resource function focused on control and direction of employees for accomplishment of predetermined aims. It takes a supportive and developmental path to achieve outcomes through the supportive and sincere efforts of workforces The role of manager has also undergone dramatic change over the years. From control and direction of employees, he is anticipated to move toward instructive goals and paths and creating a supportive, helpful and growth oriented environment, where employees are enthusiastic to take up assigned roles willingly and enthusiastically. To be effective, Human Resource managers are genuinely expected to effectively and efficiently evolve an appropriate corporate culture, take a strategic approach to the acquisition, build proper working environment, motivation and enlargement of human resources and introduce programs that reflect and support the core values of the organization and its people.  People will be stimulated to give their best, when opportunities for growth and improvement of skills are available, leading to greater job satisfaction and organizational overall efficiency. The HR profession has been continuously evolving and changing, adding more and different roles and responsibilities. When one traces the HR profession, one finds that out of the Industrial Revolution labor unions and the industrial welfare, this movement arose, as well as groundbreaking research in scientific management and industrial psychology. This led to the establishment of the first personnel departments during the 1920s.However from 1920 to 1930 the profession was boosted by the human relations movement and programs as well as the academic disciplines from the behavioral sciences and systems theory (Mackey & Johnson, 2003). In the 1980’s climate of anxiety over prospects for economic growth, it became apparent that there was a need for the HR function to become more ‘proactive’ and human resource problems needed to be anticipated and prevented or at least minimized (Gilbertson, 1984). Nevertheless, this decade also saw the HR profession faced with criticism and questions regarding its validity, which subsequently resulted in a significant body of research that linked HR practices to organizational performance (Stewart, 1996).

The movement towards these changes was caused by economic pressures such as the increasing need for competitiveness, unprecedented levels of economic uncertainty and a shift from manufacturing to service-based industry. However, the competition among the companies is actually the competition of human resources, as the market reveals. A company, as a profit-pursuing organization, is always under the pressure of delivering new products to win market share. Without high quality human resources and its effective functioning, a company can hardly...

References: * Ogunyomi, O. Paul & Shadare, A. Oluseyi. (2011). Current Trends and Future Directions of Human Resource Management Practices Issue 29, pp.1450-2275
* Youndt, Mark A & Snell, Scott A. (1996). Human Resource Management, Manufacturing Strategy, And Firm Performance 39(4), pp. 836-866
* Kumar, Y. & Mishra, A.K. (2011) Measuring Human Resource Functions: A Comparison of Public Sector And Private Sector Organizations, Vol. VII, No. 1
* Narsimha, S. (2000) Organizational Knowledge, Human Resource Management and Sustained Competitive Advantage Towards A Frameworks Review 10(1), pp.123-136.
* Yu Long, (2009) The Impact Of Information Technology On The HR Function Transformation
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