The Invention of Human Resource Management

 Figure 1 (Mohamed Shouman 2015)

Prior to the industrial revolution early in the 18^th century, people used to have small scale businesses or was involved in agriculture as their daily bread earners. In the 1300s when the black death took over 20 million lives across the Europe. As a result, many farms became vacant and labour mobility was increased with a high wage economy (Allen 1992 pp. 37 – 77). The revolution did not stop there. The crops of Britain increased, i.e. the wool industry of Britain boomed with excess produce of wool and the transportation system improved rapidly with the invention of coal as fuel. People started to prefer living in the cities for villages as there was more opportunities for higher earnings.

Diversified people (Different from places, skills, background) gathered in one work place and resulted in larger output. With this an organization needed to have different level of employees who can operate the machineries, address the technical issues, handle the customers and suppliers, make decision making etc. Such workplace environment demanded the well being of the employee in different levels.

During this period Robert Owen (1771-1858) a successful British entrepreneur was one of the earliest Management thinkers to realize the importance of human resource. He believed in having a good working environment will bring out the best out of an employee thus he brought in concepts such as restricted working hours, restrictions in child labour etc (Management Development Research Foundation, New Delhi 2001). 

Also, Charles Babbage (1791-1871) a British Professor of Mathematics introduced the concepts of division of labour, employee training and monitoring the performances of the employees (Management Development Research Foundation, New Delhi 2001).   

With these basic concepts, HRM is being taken into great heights. Theories of Fredric Winslow Taylor, Elton Mayo, Theory X and Theory Y etc., are some of the highlights. HRM has definitely benefited both the employee and the employer. The concepts when applied effectively have opened paths to organizations to perform as a team where the benefits are high for the employee and the employer. The Employee is been looked after and the Employer is being well served.

 

References

Robert C Allen 2009

https://books.google.lk/books?hl=en&lr=&id=mc4LAQAAQBAJ&oi=fnd&pg=PT10&dq=industrial+revolution&ots=8GHIgm-XbK&sig=hXdRdB9HLi1ZmEHmX5-fUjpsU2Y&redir_esc=y#v=onepage&q&f=true

 

Management Development Research Foundation, New Delhi 2001

http://mdrf.org.in/wp-content/uploads/2016/04/Review-of-Management-Vol.-1-No.-2-June-2011.pdf#page=127

Mohamed Shouman 2015

https://www.hrrevolution.me/history-of-human-resources/