Human Resource Management



Abstract

This paper attempts to analyze the human spruce theories by various social scientists that led to the revolution in human resource management. These theories are compared according to their application in the current HR practices; moreover, the paper gives a brief account of how the employee training and retention strategies can be outlined based on the examined theories. It is found that HR management came across various stages of development from the industrial revolution to the global economies. Every change brought new challenges for the managers to retain, motivate and train the employees.

Table of Contents

Human Resource Management5

Chapter 1: Introduction5

Historical Development5

Pre Industrial Era5

Between 1960 and 19807

Early Development- After 19007

Main Order of Development8

Twentieth-Century America8

Transition from the Nineteenth to the Twentieth Century's In America8

Twenty-First Century9

Early Pioneers10

Frederick Taylor (“Taylorism”): 191110

Elton Mayo (Hawthorne Studies): 193311

Frederick Herzberg Two Factor Theory: 195912

Douglas McGregor: 196014

Other Theorists14

Chapter 2: Introduction15

Comparison and Application of the Theories16

Reducing High Turnover18

Training To Improve the Workforce18

Organizational Training by Drucker19

Employee Training and HR Theories20

Retention and Motivation Theory22

Herzberg's Theory22

Equity Theory23

Performance Appraisals to Increase Motivation and reducing Turnover23

Sound Recruitment24

Conclusion25

References27

Human Resource Management

Chapter 1: Introduction

The most significant resource of an association is its human resources - the people who work in the organization. People are crucial for the productive procedure of a company. To rendezvous the trials and comparable air of today's enterprise natural environment, managers should identify the promise of human resources, and then come by, evolve and keep these resources. This types the cornerstone of human resource administration (HRM). HRM is the administration of diverse undertakings that are conceived to enhance the effectiveness of manpower in an association in the accomplishment of organizational goals. Acquiring accomplished, gifted, and inspired workers is a significant part of HRM. According to McGrath-Champ and Baird (2005), HRM practices and role of HR and employee relations practitioners have been undergoing major changes since 1980s. Particular changes include shift to enterprise bargaining. The authors used data from numerous surveys aimed at exploring changing role of HR practitioners and implications on skills required in order to fulfill changed role. This, in turn, impacts on capability of HR area in its ability to support and influence organizational performance. The first section discusses the chronological order of human resource development in terms of the developments. The next section focuses on organizational strategies to reduce employee turnover through training and motivation.

Historical Development

Pre Industrial Era

Before the Industrial Revolution, the "staff" did not exist. It is the supervisor who was responsible himself to recruit employees they need. Payroll and accounting were handled by the company management. After the Industrial Revolution, companies faced with many social and human problems. It is at this point that the "staff" in the company came.

Initially, the role was to adapt employees to jobs and their evolution. This function is therefore labor as a variable adaptation. The cost of this variable must be a minimum. Businesses were still very far from the concept of Human Resources. The human dimension was reduced to a mere factor of production, the work of the individual being ...