Current Trends and Future Directions of Human Resource Management Practices: A Review of Literature Ogunyomi, O. Paul Department of Industrial Relations & Personnel Management University of Lagos, Nigeria E-mail: firstname.lastname@example.org Shadare, A. Oluseyi Department of Industrial Relations and Personnel Management University of Lagos, Nigeria E-mail: email@example.com Chidi, O. Christopher Department of Industrial Relations & Personnel Management University of Lagos, Nigeria E-mail: firstname.lastname@example.org Abstract The management of people at work has evolved over a long period of time right from the period of scientific management by Frederick Winslow Taylor. The label used to describe the management of people at work has been in a state of flux in response to the dynamic business environment. It began as labour administration at the turn of the 20th century, and then changed to labour and staff administration in the 1920s. The label later changed to personnel administration in the 1950s. In the 1960s the descriptor for people management changed to personnel management. In the 1980s as a result of the influence of globalization, the adopted descriptor for the management of people changed to human resource management. As of now many commentators are of the view that the label be called human capital management as humans are viewed as assets and not cost that requires investment to impact on the bottom line. The HRM is a combination of themes and concepts drawn from a long history of work, more recent management theories and social science researches. There is an avalanche of literature on HRM; the process of convergence of divergent views in the field of HRM makes it an interesting area of study. The focus of this paper is therefore to review the available literature, and to evaluate the current trends with a view to projecting the future directions of human resource management.
Keywords: Human Resource Management; Current Trends; Future Directions.
The management of people at work has evolved over a long period of time right from the period of scientific management by Frederick Winslow Taylor. The label used to describe the management of people at work has been in a state of flux in response to the dynamic business environment. Strong time related element exists in association with the accelerating changes in today’s world of business. The adequacy of today cannot be guaranteed to ensure the sustainability of the resources in the nearer
European Journal of Economics, Finance and Administrative Sciences Issue 29 (2011)
future. Human resource management plays a strategic role in ensuring the adequacy and adaptability of the organisation to its complex environment in this rapid changing world. At the organizational level, reorganization of work, processes and the way employees’ affairs are dealt with are integral parts of today’s work-life. The philosophy guiding how people are selected, appraised, trained, motivated and developed is continuous subject to changes in the operating milieu. Human Resource Management (HRM) is a multi-disciplinary subject which draws its theories and practices from many sources. It is an evolving discipline and it keeps changing in scope and nomenclature. It is always responding to changes in the environment in order to keep pace with the ever turbulent and unstable micro and macro business environment. According to Fisher, Schoenfeldt and Shaw (2007), the history of HRM can be divided into two; the evolving state from craft system, scientific management, the human relations approach, the current organization science; human resources approach and the twentieth century development with the transformation to its present form engendered by business and social dynamics of the 1960s and 1970s. Armstrong (2001)...