Historical Development of Hr Manager (Ireland)
Historical Development of Hr Manager (Ireland)
In explaining the historical development of the personnel function of the Hr manager, I will begin by giving a brief description of the 6 different types of personnel manager:
The Social Reformer
Before personnel emerged as a specialist management activity at the beginning of the 20th century there were those who intervened in industrial affairs to support the severely under privileged factory workers.
The Acolyte of benevolence
The first people appointed with specific responsibility for improving the lot of the employees were welfare officers who saw there role as dispensing benefits to the deserving and unfortunate employees. The motivation was the christian charity of paternalist employers who provided these comforts, partly because employees deserved them, but mainly because he was willing to provide them.
The Humane Bureaucrat
The first 2 phases were concerned predominantly with the physical environment of the work and the amelioration of hardship among “the workers” . As organisations increased there size, specialisation was emerging in the management levels as well as on the shop floor. This led to the growth of personnel work on staffing the organisation, with great concern about role specification, selection. Training and placement.
The consensus negotiator
Personnel managers next added expertise in bargaining to there repetoire of skills. Where the personnel manager could at best be described as a remembrancer of the employees the trader union official could be their accredited representative.
Organization man
Then came a development of the humane bureaucracy phase into preoccupation with the effectiveness of the organization as a whole, which should have clear objectives and a wide spread commitment among organisation members to those objectives. The approach was also characterised by candour between members and a form of operation supporting the integrity of the individual and providing
In explaining the historical development of the personnel function of the Hr manager, I will begin by giving a brief description of the 6 different types of personnel manager:
The Social Reformer
Before personnel emerged as a specialist management activity at the beginning of the 20th century there were those who intervened in industrial affairs to support the severely under privileged factory workers.
The Acolyte of benevolence
The first people appointed with specific responsibility for improving the lot of the employees were welfare officers who saw there role as dispensing benefits to the deserving and unfortunate employees. The motivation was the christian charity of paternalist employers who provided these comforts, partly because employees deserved them, but mainly because he was willing to provide them.
The Humane Bureaucrat
The first 2 phases were concerned predominantly with the physical environment of the work and the amelioration of hardship among “the workers” . As organisations increased there size, specialisation was emerging in the management levels as well as on the shop floor. This led to the growth of personnel work on staffing the organisation, with great concern about role specification, selection. Training and placement.
The consensus negotiator
Personnel managers next added expertise in bargaining to there repetoire of skills. Where the personnel manager could at best be described as a remembrancer of the employees the trader union official could be their accredited representative.
Organization man
Then came a development of the humane bureaucracy phase into preoccupation with the effectiveness of the organization as a whole, which should have clear objectives and a wide spread commitment among organisation members to those objectives. The approach was also characterised by candour between members and a form of operation supporting the integrity of the individual and providing