Personnel departments were once called Health and Happiness departments. The people assigned to deal with personnel issues were often individuals, who were not able to do other jobs efficiently.
Personnel Management’s as a corporate field developed in the early 1900s. It was seen as activity, necessary, but unimportant, part of the organization. Over the years personnel management came to focus on efficient procedures and rules for administering large numbers of employees in various firms. Its aim was to manage difficulties, introduce fair systems and reduce costs. It also tended to focus on groups rather than individuals and, incidentally, reinforced labour-management divisions.
The History of Human Resource Management
The field of HRM as it currently exists has got through lot of transition. Following are the phases in the transition of HRM:-
(a) The Individual Revolution: During this phase machines were introduced into various organizations and technology made rapid progress. Due to fragmentation and specialization of work, many workers lost their jobs and many workers felt their work to be dull, boring and monotonous. Workers were treated like tools, and moreover employees were keen to increase the production targets rather than satisfy workers’ demands.
(b) Scientific Management: With the introduction of Scientific Management given by F. W. Taylor, efficiency in organizations was increased . Work was rearranged according to systematic analysis into smallest mechanical elements which was mot effective combination. Taylor emphasized on the fact that the individuals selected to perform the task should be perfectly matched, physically as well as mentally. Proper training should be given to the employees so that they can do their job more efficiently.
(c) Trade Unionism: As the employees become more exploitive, the workers working in the organizations joined hands...