Human Resource Management - Assignment Example

It will gradually evolve into a value adding area for any organization if proper research and education is provided in the field (Plessis et al., 2007, p. 279). Human resource management evolvement, relationship with the organisation and environment, and human resource planning i) The first record of HRM can be traced back to 1780s where the various handymen like carpenters and masons formed an alliance in England to increase their bargaining power and get standard wages for their work. The industrial revolution paved way for set up of huge factories.

Various welfare workers who took care of both the men and women workers needs were appointed in the factories. A team led by Elton Mayo carried out the famous Hawthorne studies which serve as a major, pioneering research in HRM during the 1920s. Trade unions started to appear after the Second World War era. Separate departments with a group of people handling various activities related to workers welfare like payroll and grievance handling started to appear by the First World War. Contemporary Human Resource Management took its place as prominent department of a company by 1960s (Pravin, 2010).

They gained much wider fame and importance in the next two decades as various MNC’s started to appear. (Pravin, 2010) Personnel management is considered as the forerunner of HRM as it involves recruiting, training and firing people. It is often viewed as a tool to organize the manpower in a company rather than a strategic management technique like HRM. Personnel management is different from HRM in the following ways. (Sreenath, 2009) ii) The evolution of any process leaves its mark significantly on the current version of the strategy.

HRM as a discipline views people as an asset and its operative functions include procuring employees, developing their skills, providing proper compensation for them, integration, maintenance as well as separation or laying them off. The industrial revolution concepts paved way for a separate department concerned to labour welfare. Personnel management streamlined the managerial functions of HRM like organizing the hiring process, directing the training and controlling the employees. HRM as a strategy paved way for various researches and well defined techniques to follow in hiring and training huge number of employees.

Concepts like Michigan School Framework and Harvard Frame work paved way for smooth flow of employee management in huge MNC's with thousands of workers (Salaman et al., 2005). HRM will facilitate the growth of organizational competencies which will yield competitive advantage over other peers through strategic management of employees (Lado & Wilson, 1994). Companies started to see workers as an asset and harvesting their brain power as their major goal instead of training them to perform monotonous jobs as it was during the industrial revolution era using these frameworks.

(Sreenath, 2009) (Sreenath, 2009) Line managers are quite important for TQB as the concerned branches falls under their direct controls. If the HR department motivates them properly with promised perks in terms of power and money, they will serve as a very positive influence on the workers communicating directly with the customers in the new branches. TQB’s goal to attract potential customers in the new branches will become much easier if the HR manager maintains a good personal relationship with the line managers, heed ears to their personal issues, help them achieve their