Hi Sandeep, Again, you have disappointed and wasted another day.
Hi All, Please find the next question from me. What are the stages of HR Evolution (starting from Labour Management to People Practice)? Please write the stages of HR evolution and provide a two-line description for each stage.
Preet
From India, Bangalore
Acknowledge(0)
Amend(0)
2Hi All, Please find the next question from me. What are the stages of HR Evolution (starting from Labour Management to People Practice)? Please write the stages of HR evolution and provide a two-line description for each stage.
Preet
From India, Bangalore
Acknowledge(0)Amend(0)
Hi All, Seema, Lavanya, John : what happened no answer from you people also. Try this question. Otherwise I will give the answer tomorrow morning Preet
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
Hi Preeth,
I could not get the exact answer to your question, but I found some important events in the field of HR. Correct me if I am wrong.
Important events in the field of HR:
Early 1900s:
- Taylorism theory based on the assumption that workers were lazy and driven mostly by money.
1920s:
- Human relations movement is introduced.
1948:
- The Society for Human Resource Management is established and today has members from over 125 countries.
1950s:
- MBA courses begin to teach mostly male students supportive management techniques.
1952:
- The practice of Management by Peter Drucker is published and was the first book to recognize managing as a separate responsibility.
1980s:
- 360-degree feedback is introduced.
1989:
- Dilbert is published and satirizes the typical white-collar, micromanaged office and all the politics that get in the way of productivity.
1999:
- Job boards are introduced due to a high degree of job hopping.
Regards,
Lavanya.
From India, Madras
Acknowledge(0)Amend(0)
I could not get the exact answer to your question, but I found some important events in the field of HR. Correct me if I am wrong.
Important events in the field of HR:
Early 1900s:
- Taylorism theory based on the assumption that workers were lazy and driven mostly by money.
1920s:
- Human relations movement is introduced.
1948:
- The Society for Human Resource Management is established and today has members from over 125 countries.
1950s:
- MBA courses begin to teach mostly male students supportive management techniques.
1952:
- The practice of Management by Peter Drucker is published and was the first book to recognize managing as a separate responsibility.
1980s:
- 360-degree feedback is introduced.
1989:
- Dilbert is published and satirizes the typical white-collar, micromanaged office and all the politics that get in the way of productivity.
1999:
- Job boards are introduced due to a high degree of job hopping.
Regards,
Lavanya.
From India, Madras
Acknowledge(0)Amend(0)
Hi Lavanya,
At last I got some answer. Good. I can accept your answer partly correct, so I can give you 75% marks. (just joking) Your answer is good, but too much focused on HR. If you know the HR aspect has come into existence during the late 90's.
In a simple manner, I will try to put in my views on the evolution of HR. I am not sure about the years, so I will be putting the stages only.
Labour Management: Initially, the employees are treated as laborers and the management decisions are final. Employees were suppressed.
Personnel Management: A little bit of recognition or respect has been given to the employees and the concept of labor was removed.
Industrial Relations: The concept of management is gone and the employees started getting respectful positions and acceptance from the management, and the management tried to maintain good industrial harmony by implementing the concept of Industrial Relations. This concept was in existence until the early 90's.
Human Resources Management: Much more recognition and respect have been given to the employees. The discrimination was removed; however, the concept of management was followed. It was immediately changed as the concept of management was not accepted by the employees.
Human Resources Development: The concept of development has evolved to identify the existing talent from an individual and make use of it for the development of an organization. Also, train the raw individual according to the requirements of the organization with required skills.
Human Relations: In the early 2000s, many people came out with the required skills or were trained with the skills, so the development from the organization was not necessary. There was no situation for development activities in an organization. When an employee was available with the required skills, the demand was more, so to retain them, the companies started following the system of Human Relations, wherein the employee was taken care of well for his requirements in career and monetarily.
People Practice: An advanced version of Human Relations is People Practice. This requires a professional approach to practice people's behavior. That is why HR professionals are called PRACTICING PROFESSIONALS. This concept not only includes Human Relations but also includes taking care of the complete requirements of employees as well as the organization's.
Hope this answer might be helpful to you all. However, if anyone differs from my views, your comments are most welcome, as sometimes my assumptions may also go wrong. So I thought of discussing a little bit on this topic, then we can proceed with the next question.
Lavanya, you are the winner. You can post the next question tomorrow, as I mentioned we need to discuss this concept a little bit in brief. What say?
Please comment.
Preet
From India, Bangalore
Acknowledge(0)Amend(0)
At last I got some answer. Good. I can accept your answer partly correct, so I can give you 75% marks. (just joking) Your answer is good, but too much focused on HR. If you know the HR aspect has come into existence during the late 90's.
In a simple manner, I will try to put in my views on the evolution of HR. I am not sure about the years, so I will be putting the stages only.
Labour Management: Initially, the employees are treated as laborers and the management decisions are final. Employees were suppressed.
Personnel Management: A little bit of recognition or respect has been given to the employees and the concept of labor was removed.
Industrial Relations: The concept of management is gone and the employees started getting respectful positions and acceptance from the management, and the management tried to maintain good industrial harmony by implementing the concept of Industrial Relations. This concept was in existence until the early 90's.
Human Resources Management: Much more recognition and respect have been given to the employees. The discrimination was removed; however, the concept of management was followed. It was immediately changed as the concept of management was not accepted by the employees.
Human Resources Development: The concept of development has evolved to identify the existing talent from an individual and make use of it for the development of an organization. Also, train the raw individual according to the requirements of the organization with required skills.
Human Relations: In the early 2000s, many people came out with the required skills or were trained with the skills, so the development from the organization was not necessary. There was no situation for development activities in an organization. When an employee was available with the required skills, the demand was more, so to retain them, the companies started following the system of Human Relations, wherein the employee was taken care of well for his requirements in career and monetarily.
People Practice: An advanced version of Human Relations is People Practice. This requires a professional approach to practice people's behavior. That is why HR professionals are called PRACTICING PROFESSIONALS. This concept not only includes Human Relations but also includes taking care of the complete requirements of employees as well as the organization's.
Hope this answer might be helpful to you all. However, if anyone differs from my views, your comments are most welcome, as sometimes my assumptions may also go wrong. So I thought of discussing a little bit on this topic, then we can proceed with the next question.
Lavanya, you are the winner. You can post the next question tomorrow, as I mentioned we need to discuss this concept a little bit in brief. What say?
Please comment.
Preet
From India, Bangalore
Acknowledge(0)Amend(0)
Hi Preet,
Thanks for your input. The information you gave is very useful. Some are new to me, and some I have heard in my lectures. I guess you are right. Let's wait for some comments on it until tomorrow noon. Then I will post my question.
Regards,
Lavanya.
From India, Madras
Acknowledge(0)Amend(0)
Thanks for your input. The information you gave is very useful. Some are new to me, and some I have heard in my lectures. I guess you are right. Let's wait for some comments on it until tomorrow noon. Then I will post my question.
Regards,
Lavanya.
From India, Madras
Acknowledge(0)Amend(0)
Hi all,
Two days ago, I also faced the same problem of not being able to log into citehr. I tried quite a few times. The question of HR evolution is good... And the answer by Preet is even better. 😄
Seema
Take care!
From India, Lucknow
Acknowledge(0)Amend(0)
Two days ago, I also faced the same problem of not being able to log into citehr. I tried quite a few times. The question of HR evolution is good... And the answer by Preet is even better. 😄
Seema
Take care!
From India, Lucknow
Acknowledge(0)Amend(0)
Hi John, Thanks. This technical prob is faced by almost every cite hr member, i believe. Mr.Peer has written about it to the technical team also it seems!!! Regards, Lavanya.
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)
Hi All, My question is WHAT IS HR OUTSOURCING? ITS MERITS AND DEMERITS TO A COMPANY? Regards, Lavanya
From India, Madras
Acknowledge(0)Amend(0)
From India, Madras
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.