Continuous improvement in the history of human resource Management

Continuous improvement in the history of Human Resource Management

Introduction

 Excellent historical analysis of  the human resource function.In recent years the HR literature has been a historically defensive about HRM'S strategic role.Managers and professors have forgotten that HRM has stabilizede the work place and made it more flexible by introduccing equitable, responsive systems.This improvent process has reflected the purposeful choices of top HR and line managers.only a decade a go,at the end of the cold war there was considerable pessimism about the HR.The optimism is attributable not only to economic and technological forces,but also to a two-century old quality improvement process in (HRM).

Reflection

Following subsequent period saw continuously decreasing levels of quality in HRM.

Pre-industrial period

 The pre-industrial period which ended with the revolutionary war,saw a level of HRM.loss due to inequity. inflexibility and misalignment that would be unimaginable to day.In the 17th,18th centuries,the medievor state of labourers,restated in thebTudor industrial code's state of Artificers,was the regulatory back drop for HRM.It contained the principles of compulsory labour.

paternalist period

The paternalist period lasted from the late 18th century until the early twentieth century.During this period expansion of markets and industrialization shattered the rigid legal mandates that had refers to an era where the management philosophy was based on the notion of 'taking care' of employees,akin to a fatherly approach.emphasized providing employees with benefits and a supportive work environment in exchange for loyalty and hard work.

Bureaucratic period

Leading up to and after the first world war,Management experts,trade unions,institutional economists and reformers applied pressure on firms to reform the paternalist period's low quality practices,such pressure amounted to a systems response to poor alignment and inequity.The improvements came along four lines.There are management practice,bureaucratization,protective legislation and unionization.But these improvements in equity and alignment came at the expense flexibility.further more, Technological shifts involving computers and telecommunications began to create the need telecommunications began to create the need to experiment with new work method.  

High perfomance period

By the late 1970's there were popular as well as managerial balancing responses to declining competitiveness .first,there was a renewal of public support for freemarket ideolody.Imporatant industries like transportation were deregulated.The High-performance periodbin Human Resource Management refers to an era or approach where HR practices are strategically aligned to maximize organizational performance by focusing on employee empowerment,commitment,and skill enhancement. This period,typically dating from the late 1980s on wards,traditional administrative HR functions to move strategic and integrated approaches aiming to improve workforce productivity and adaptability.This period marked a departure from traditional HR practices.

Conclusion

    In conclusion, ever since the indusrial revolution began.HRM's challenge has been that of balance,In the paternalist period flexibility came at the expense of equity.But late twentiethh century.losses in equity are small by historical standards.the result is that the stagnation in productivity growth that characterized the late bureaucratic period has been ameliorated.current HR practice provides.considering this regard step by step HRM was developed consistently.

Reference

Langbert,M.& Friedman,H.(2002)Continuous improvement in the history of human resource management:Management Decision.782-787