EVOLUTION OF HRM

By- Asim Sagheer

INDEX

Time Line of Evolution

American Labor History

Labor Unrest & World War

Civil Rights Movement & Today

TIMELINE OF EVOLUTION

American Labor History Labor Unrest & World

War

Civil Rights movement &

Today

Colonial period to early

1900’s

Early 1900’s to post war

years of 1950’s

Civil Rights movement of

1960’s till today

AMERICAN LABOR HISTORY

Labor Disputes in America. 1636 fishermen went on strike near

Maine. 1677 Carmen went on strike at New York City.

Independence of United States 4th July 1776.

Large population of crafts men, artists, skilled labors and workers

migrated to urban areas by 1815.

Capital controllers invested more on labor intensive enterprise.

From 1800 to 1850 there were 23 cases of criminal conspiracy in

some states. With central question as to weather workmen in

combination could would be permitted to use their collective

bargaining power to obtain benefits, increased wages, decreased

hours or improved conditions.

But prior to 1842 U.S. was under English Law and peaceable

combinations of workmen to raise wages, shorten working hours

etc. was treated as illegal.

But soon there was formation of various labor unions…

National Labor Union 1866.

Knights of St. Crispin 1867.

Brotherhood of Locomotive Firemen 1870.

Knights of Labor 1880.

American Federation of Labor 1900.

LABOR UNREST AND WORLD WAR

The history of personnel management begins around the end of 19th

century, when welfare officers came into being.

They were women and concerned with the protection of women and

girls.

There creation was a reaction to the harshness of industrial conditions ,

coupled with the pressures arising from the extension of the franchise,

the influence of the trade unions and the labor movement.

First World War broke out.

FIRST WORLD WAR

The first world war accelerated the change in

development of personnel management, with

women being recruited in large numbers to fill the

gaps left by men going to fight, which on turn meant

reaching agreement with trade unions about

‘dilution’- accepting unskilled women into

craftsmen's job and changing manning levels.

1920’S

Job’s with titles of ‘labor manager’ or ‘employment manager’ came into being in the engineering industry where there were large scale factories, to handle absence, recruitment, dismissal and queries aver bonuses and so on.

Employer’s federations, particularly in engineering and shipbuilding, negotiated national pay rates with the unions, but there were local and district variations.

1930’S

During the 1930s, with the economy beginning to pick up, big corporations in these newer sectors saw value in improving employee benefits as a way of recruiting, retaining and motivating employees.

But older industries such as textiles, mining and shipbuilding which were hit by the worldwide recession did not adopt new techniques, seeing no need to do so because they had no difficulty in recruiting labor.

SECOND WORLD WAR

The Second World War brought about welfare and personnel work on a full-time basis at all establishments producing war materials because an expanded Ministry of Labor and National Service insisted on it, just as the Government had insisted on welfare workers in munitions factories in the previous conflict.

The government saw specialist personnel management as part of the drive for greater efficiency and the number of people in the personnel function grew substantially.

By 1945, employment management and

welfare work had become integrated under

the broad term ‘personnel management’.

Experience of the war had shown that output

and productivity could be influenced by

employment policies.

CIVIL WAR AND TODAY

Mass protest movement against racial segregation and discrimination in

the southern United States.

In the 1960s and 70s employment started to develop significantly.

At the same time personnel techniques developed using theories from

the social sciences about motivation and organizational behavior;

selection testing became more widely used, and management training

expanded.

Around the mid-80s, the term ‘human resource management’ arrived

from the USA.

The term ‘human resources’ is an interesting one: it seemed to suggest

that employees were an asset or resource-like machines, but at the

same time HR also appeared to emphasize employee commitment and

motivation.

THEORIES OF TODAY

THANK YOU.

For Queries:

asimsagheer@gmail.com