Development and Function of Human Resource Management

This document provides an explanation of the historical development and function of Human Resource Management (HRM). It discusses the differences between HRM and personnel management, highlighting how HRM focuses on treating employees as assets and making fast-track decision making. The document also explores the four major stages in the evolution of personnel and HRM, including social justice, human bureaucracy, consent by negotiation, and organization and integration. This information is relevant for students studying HRM or personnel management in the Advanced Diploma in Business course (HP7447-HRM).

Open book Assessment
Advanced Diploma in Business HP7447-HRM
: Introduction
STUDENT ID Assessor Name
02000900
LO Learning Outcome Task no
1 Explain the historical development and function of Human Resource
Management.
1-2
Learner Declaration
I certify that the work submitted for this Assessment is my own and research sources are
fully acknowledge.
Student Signature:………………………………… Date:………………..
Assignment Front Sheet Version 1.0

Module Code And Title HP7447-Human Resource Management: Introduction
Qualification Advanced Diploma in Business
Assessor Name
Completion Date 30/4/2020
Open book Assessment- short answers
Question 01
Explain the development of human resource management and how it differs from
personnel management.
Human resource management (HRM) is the process of managing people to manage the
organization in an efficient and effective manner. It is about a systematic planning
function for the organizational human resource needs. It is the way of recruiting, hiring
deploying and managing the people of the organization.
Differences between HRM and personnel management
The personal management is known as the part of management which deals with the
workforce within the organization while human resource focusing the best possible way
of using people of the organization.
Workers are treated as machines or tools in personal management. In HRMpeople are
treated as an asset.
When comparing HRM with Personal management, it is an advance version of personnel
management and having comparatively in fast trackdecision making.
Job evaluation is the base of paying in Personal management but in human resource
management it is considered the performance management.
Q- 02
In the evolution of personnel and human resource management, four major
stages can be discerned:
a. social justice
b. human bureaucracy
c. consent by negotiation
d. organization and integration
Briefly describe the main developments in each of these stages
a. Social justice
It’s a concept basically focuses on the fairness in relations between individuals and equal
access to wealth, opportunity and social privileges. It was emerged withthe industrial
revolution. As a result of industrial revolution lot of industries and manufacturing
organizations emerged and their main focus was achieving the organizational objectives
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with profit. This caused so many labor issues as that organizational behavior exploited the
human labor for their own benefit. Workers were forced to demand social justice as a
result. Those days there was no laws related to labour laws or no legal rule giving the
system to treat labour. As a result of suchsocial justice demanding actions a number of
progressive schemes have been developed like sick pay and unemployment benefits etc.
b.Human bureaucracy
This stage can be described as the beginning of a step towards achieving various other
organizational goals after an era when the only focus was on welfare.
Therefore,organizational objectives became the priority rather than social welfare and
development of scientific management and some other efficiency-based principles had
been occurred in that period. It was during this era that organizations began to expand
odd jobs in the areas of, corporate planning,staffing and training.
Frederick Taylor and Henry Foyle were among the key figures who focused more on the
administrative process and management. Many were not satisfied with working because
the employees were highly controlled. Efficiency and productivity also have been
considered as a top priority.
c. Consent by negotiation
This concept can be termed as an in-depth study of human behavior and emotions. Here
the concepts like team and organizational behaviors, leadership and motivation of people
were deeply studied and identified the importance of considering employees as the
integral part of the organization for the effective and efficient use of them to achieve
organizational objectives. In that culture employees began to solve the problems through
negotiations.
d.organization and integration
This is the stage that organizations started to look at the HRM as a strategic function
rather than supportive function. Here more involved of individuals in organizational
management than dealing with employee issues can be identified. HRM was integrated to
the main functions such as marketing, finance and procurement etc. When making
strategic decisions HRM gives broad perspective to them. During this period technology
development can be identified such as computers satellites and various types of
machinery etc. Women employment was also high. With the woman roles at home as
well as different cultures, they seek more freedom. These types of things made
importance in integration in large scale and change in the nature of personal functions.
The development of carrier ladders and opportunities for personal growth are main
characteristics in this phase.
Assignment Front Sheet Version 1.0

Evidence
Checklist Summary of the evidence required by students Evidence
Checked
01 describe the main factors that have impacted on the evolution of
Human Resource Management
02 explain the key functions of Personnel Management versus Human
Resource Management
Assessment checklists
Unit assessment:
Candidate ID Cohort
Outcome 1
Evidence Requirements Record of Performance
Y/N Comments
describe the main factors that have impacted
on the evolution of Human Resource
Management
explain the key functions of Personnel
Management versus Human Resource
Management
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Overall comments:
Assessor’s signature: Date:
b. The HRresponsibilities leave with senior line managers.
Recruitment - Senior line Managers are the people who know the required personality for
the specific job. Therefore, identify the suitable candidate and recruit him for that is a
shared responsibility with the line managers.
Training and development – senior line managers are the people who maintain direct
contact with employees of respective teams. So, they have better understanding of each
other as well as the job with the required capacity (knowledge, skills and attitudes) to
perform better. They can discuss with Training and Development Manager to prepare a
training plan and recommend suitable person for training. Accordingly Training and
development responsibilities also can be left with the Senior line Managers.
Compensation and Benefits – when developing the salary structures as well as deciding
other benefits jobs and the employees should be evaluated. Being experts on the subject
and having good understanding about the employee it can be done better by the line
managers. Preparing performance development plans required for employees of the team,
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evaluating their employees,making recommendations to the salary increments and other
benefits can also be done by line managers.
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