EVOLUTION OF HUMAN RESOURCE MANAGEMENT
Lesson Objectives:
By the end of this lesson, students should be able to:
1. Define the evolution of Human Resource Management (HRM) from its origins to modern
practices.
2. Identify key milestones in the development of HRM over time.
3. Explain the major shifts in HRM roles and functions throughout history.
4. Discuss the impact of historical events and industrial changes on HRM practices.
5. Analyze the current trends and future directions of HRM in organizations.
Evolution of Human Resource Management
Human Resource Management (HRM) has evolved significantly
over the past century, adapting to changes in the workplace,
economy, and society. Understanding the evolution of HRM is
essential to grasp how it has become a strategic function in modern
organizations.
Pre-Industrial Revolution Era
Before the Industrial Revolution, people management was
informal and often based on family structures or small
businesses. There was little differentiation between labor and
management, and there was minimal formal organization in how
employees were hired, trained, or managed.
Industrial Revolution (Late 18th to 19th Century)
The Industrial Revolution marked the beginning of HRM as we
know it. With mass production and the rise of factories,
companies needed more formal systems for managing a large
workforce
Early 20th Century: The Rise of Personnel Management
As organizations grew, so did the need for dedicated personnel to
handle employee needs. This period saw the establishment of personnel
departments, which focused on administrative tasks such as
recruitment, payroll, and compliance with labor laws
Mid-20th Century: The Human Relations Movement
The human relations movement emerged in the 1930s,
influenced by psychological studies such as the Hawthorne
Studies, which focused on how employees' social and
psychological needs affect their productivity.
Late 20th Century: The Strategic Role of HR
In the 1980s and 1990s, HRM evolved into a more strategic role
within organizations. This period was characterized by a shift
from administrative functions to a more proactive approach, with
HR focusing on aligning human resources with organizational
goals
SUMMARY
In general, HRM has transformed from a basic administrative function to a strategic partner that
plays a critical role in driving business success. As the workplace continues to evolve, HRM will need
to adapt to new challenges, including technological advancements, demographic shifts, and changes
in work culture. Understanding this evolution provides a foundation for appreciating the current role of
HRM in organizations.
21st Century: HRM in the Digital Age
Today, HRM is shaped by technology, globalization, and
changing workforce demographics. Technology has
revolutionized recruitment, training, performance management,
and employee engagement through HR software and data
analytics
Objective:
1. Identify & differentiate the different generation of workforce
2. Familiarize the strength and weaknesses of each generation
3. How does each generation affect organizational performance
Strengths:
Boomers are characterized as being workaholics who relish long
weeks and overtime. They are more committed to their roles than
any other generation1
Baby boomers are considered good team players, with 53 per cent of
organisations saying they work well with others2
The professionals in this generation are regarded as making excellent
mentors to their colleagues and juniors in the organisation
Weaknesses:
This generation has a preference for structure and discipline, and
are less inclined to welcome change
Boomers are competitive, so they need recognition and rewards to
keep them motivated to achieve more
Baby boomers are regarded as the least tech savvy of all
generations, prohibiting their ability to keep up with developments
Strengths:
The majority of organisations (70 per cent) believe Gen X are the
best overall workers3
These professionals are committed to juggling work with family
time, and favour work-life balance in an organisation4
Gen X is considered to be the biggest revenue generators overall
Weaknesses:
Less than 40 per cent of Gen X are satisfied with the senior
management in their organisation5
This generation is less inclined to say something if they disagree
with management than their successive generations
Gen X value being able to do things quickly and are less inclined
to spend hours of overtime completing something perfectly
Weaknesses:
Due to their independent nature, Millenials are not as interested in
teamwork as other generations
Millennials do not have as strong a work ethic, with an average of 38.8
hours spent at work a week compared to previous generations who
both average above 40 hours 8
This generation is impatient when it comes to career growth – 49 per
cent are likely to leave before two years if they feel their skills are not
being developed9
Strengths:
The most tech competent of any generation, members of Gen Z are able to
pick up new developments quicker than other employees10
This generation is particularly ambitious, with two-thirds of Gen Z saying
their goal in life is to make it to the top of their profession11
Gen Z are natural entrepreneurs, with 72 per cent wanting to start their own
business and hire people12
Described as the ‘always on’ generation, Gen Z are able to multitask unlike
any other generation, using up to five screens at once
Weaknesses:
Gen Z are regarded as more cynical than their predecessors,
favouring a realistic outlook over the idealism of Gen Y
Gen Z don’t know much about a time before social media and
easily accessible tech. This can make them very reliant on
technology to solve problems
LESSON ACTIVITY
Objective:
To understand the application of the ADMU Model of Human Resource Management (HRM) in real-life organizational settings and critically
evaluate its implementation.
Instructions:
1. Review the following case studies related to the ADMU Model's implementation in different organizational contexts.
2. Analyze each case using the HRM principles based on the ADMU Model.
3. Identify strengths, weaknesses, and areas for improvement in the implementation of the model.
4. Prepare a short report summarizing your findings and suggestions for improving the application of the ADMU Model in the cases provided.
5. Use A4 size bond paper Arial 12’ font size and submit next meeting.
LESSON ACTIVITY
Objective:
.Download the case studies from the links below:
1. Human Resource Management: A Policy is a Plan of Action
Link: https://www.scribd.com/document/552034334/Human-Resource-Management-A-policy-is-a-plan-of-action
2. Human Resource Management Practices: A Case Study of the Supply Chain Department of Square Pharmaceuticals Ltd
Link: https://www.academia.edu/22626670/Human_Resource_Manage
ment_Practices_A_Case_Study_of_the_Supply_Chain_Department_of_Square_Pharmaceuticals_Ltd
LESSON ACTIVITY
Objective:
.Download the case studies from the links below:
3. Human Resource Management Case Study
Link: https://www.slideshare.net/slideshow/human-resource-manage ment-case-study/230961926
4. Human Resources: Human Resource Management Case Study
Link: https://www.academia.edu/14833548/Human_Resources_
Human_Resource_Management_management_case_study_human_resource_management
