Evolution of HRM and its implications on staff, line managers, and organizations: A case study of BMW and Tesla

BMM5552 People
Management

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
Consider how HRM as a discipline and a sector has evolved through the decades to the
current times, critically comment on the pros and cons........................................................3
What is the current role of HRM now, and what is the HRM System?...............................5
What are the implications and consequences of this to staff, line managers and the
organisation, and the sector?....................................................................................................6
Comparison between corporate strategy of BMW and TESLA...........................................7
TASK 2............................................................................................................................................8
Critical Self Evaluation: -.........................................................................................................8
CONCLUSION..............................................................................................................................12
REFRENCES.................................................................................................................................13

INTRODUCTION
The human resource management may be defined as a strategic approach which assist in
effectively manage and people or workforce of the organisation in order to attain the competitive
advantage in the market (Blštáková and et. al., 2020). The HR strategies are designed in order to
maximize the performance of the employees and attain the employer's strategic objectives. The
human resource department of the company is responsible for managing or oversees the
employee benefits, recruitment, training and development, reward management and performance
appraisal. For this report Tesla and BMW has been taken in to consideration. The following
report is going to covers the evolution of the Human resource management over the decades and
the advantages and disadvantages of the HRM within the business organisation. This report also
covers the whole concept of the HRM department of the company and their role within the firm.
Afterwards, this report covers the implications of the HRM policies the staff members, line
manager, organisation and the industry. In addition to this, this report also covers the comparison
of corporate strategies and the HR policies and practices between the chosen companies. In the
end a reflective part is also been covered in this report.
TASK 1
Consider how HRM as a discipline and a sector has evolved through the decades to the
current times, critically comment on the pros and cons
The Human Resource management is being considered as one of the most important parts
of the management discipline and the different sector. HRM follows the pattern of developing
the business management because of the interconnection between the problem of both the fields
(Armstrong, 2020). The Human resource management is basically the recent term in order to
manage the Human resources within the firm. The evolution of the HRM for the 19th century in
different stage has been classified below: -
 Industrial Revolution ERA: - the development of the HRM has started with the
industrial revolution in the Western Europe and USA during the time period of 1850s. In
this era to manage the factory workers three HRM system has been developed i.e.,
recruitment of workers, training for workers, and control of workers, master- servant
relationship is followed.

 Trade Union Movement Era: -after the industrial era the workers start organizing
themselves as per the common interest by forming the associations called as trade
unions. The main objectives behind the formation of these associations are protect the
interest of the employees.
 Social Responsibility Era: - Humanistic and paternalistic approaches are adopted by the
companies in order to manage the workers. In these approaches the owner of the
company treats their employees as their own child.
 Scientific Management Era: -after the beginning of the 20th century the Taylor find out
the way of doing the business on the basis of time and motion studies.
 Human Relations Era: - During the 1920s human factor within the workplace are taken
into consideration by the researcher of management. They concluded that in order to
increase the productivity of the employees, the management of the company need to paid
focus on the human relations instead of physical condition at the workplace (Knies, de
Beeck and Hondeghem, 2021).
 Behavioural Science Era: - in comparison to the human relation era, the researcher of
this era focusses on the understanding the behaviour of the employees. The scientist of
the behavioural management focus on producing the new insights instead of new
techniques.
 Systems and Contingency Approach Era: - in the present era the system and the
contingency approach has attract the thinker attractions. In this approach the human
resource department of the company is totally based on the empirical data.
 Human Resource Management Era: - in this era industrial relation department came
into existence when factory system has been converted into the production functions and
huge number of employees are working together in a firm. A need is arisen to take care
of the recruiting, developing, and looking after welfare of these workers.
The biggest advantages of the human resource department within the organisation are that, with
the help of them right number of skilled people carrying out the different activities of the
organisation and along with this they also help in retaining the skilled employees within the
organization and handling disputes and queries (Andrejczuk, 2018). On the other hand, the
disadvantage is that the installation of the HRM is very costly and every business can’t afford.