KOLB MODEL

Performance and Reward Management

Performance and Reward Management

Introduction to Human Resources Management

The beginning of the Human Resources Management can as far back as the Industrial Revolution in England followed in the early 18th Century. The first part of this report will focus on the economic and political relations after the Second World War in 1939 1945th This war led to an increase in the demand for labor and human resources specialists, and was founded in 1946 by the Institute of Personnel Management (IPM).

1950-1974 was the golden age of Keynesian economic policy doctrine. After 1951the conservative government has sought to promote industrial peace through conciliation, mediation and arbitration (Crouch, 1982, 76). In the 1960s, British industrial relations were the focus of intense political controversy because of the intolerable level of strikes. Employment laws were also passed to encourage growth in the personnel function. The Donovan Commission (1965 - 1968) examines these developments and with other matters, the administration should develop joint union management, recommended to settle grievances quickly. New laws were passed in the 1970s to promote the equality of the sexes and standards in employment. This together with the findings of the Donovan Commission reinforced the status and importance of human resource function (Donovan, 1965, 76). On the side of these public developments, came the increase in productivity bargaining and the improvement in profitability (Clegg, 1979, 55). A decade later, Brown (1981) showed that 46% of manufacturing companies had sampled human resource managers with some of them responsible for dealing with the unions. Between 1956 and 1989, the IPM membership rose 3979-35548(Farnham, 1990, 105).

The 1980 and 1990 was a time of change in the content and context of people management. Human Resource Management based its legitimacy and influence on its ability to uncertainties that deal from full employment and union growth, While HRM focused more attention on internal sources of competitive advantage. The debate on HRM policies focused on hard and soft versions of HRM. The hardware version marks the word "resource" and considers employees as any other economic factor as a cost had to be checked. The soft to the word "man" focused and invested in training and development and engagement strategies adopted for highly skilled and loyal employees ensure gave the organization a competitive advantage. In 1994, the IPD was formed through the merger of the IPM and the Institute for Education and Training. The recognition of the strategic importance of HRM came in 2000 when the IPD was awarded Chartered status and became the Chartered Institute of Personnel and Development. This current level and change in the direction of Soft Human Resource Management has been strongly influenced by the work of pioneers such as printers and McGregor in the 1950s. Both have their way to the philosophy of HRM, personnel policy and programs in the strategic objectives and plans of the company must be built and must also aim to involve everyone in achieving these goals and ...