مدیریت منابع انسانی، دیدگاه های تاریخی، تکامل و توسعه حرفه ای Human resource management, historical perspectives, evolution and professional development

Introduction Human resource spawned from the human relations movement, which began in the early twentieth century due to work by Frederick Taylor in lean manufacturing. Taylor explored what he termed scientific management referred to as Taylorism, striving to improve economic efficiency in manufacturing jobs. He eventually keyed on one of the principal inputs into the manufacturing process labor sparking inquiry into workforce productivity (Merkle, 2012). The movement was formalized following the research of Elton Mayo, whose Hawthorne studies serendipitously documented how stimuli unrelated to financial compensation and working conditions attention and engagement yielded more workers that are productive Contemporaneous works by Abraham Maslow, Kurt Lewin, Max Weber, Frederick Herzberg, and David McClelland formed the basis for the studies in organizational behavior and organizational theory, giving room for an applied discipline. The theoretical evidence existed to make a business case for strategic workforce management, changes in the business landscape and in public policy had transformed the employer-employee relationship, and the discipline was formalized as industrial and labor relations. In 1913, one of the oldest known professional human resource associations the Chartered Institute of Personnel and Development was founded in England as the Welfare Workers’ Association, then changed its name a decade later to the Institute of Industrial Welfare Workers, and again the next decade to Institute of Labor Management before settling upon its current name (CIPD, 2011). Likewise in the USA, the world’s first institution of higher education dedicated to workplace studies the School of Industrial and Labor Relations was formed at Cornell University in 1945 (Cornell, 2010). In the latter half of the twentieth century, union membership declined significantly, while workforce management continued to expand its influence within organizations. Industrial and labor relations began being used to refer specifically to issues concerning collective representation, and many companies began referring to the profession as personnel administration. In 1948, what later became the largest professional human resource association the Society for Human Resource Management (SHRM) was founded as the American Society for Personnel Administration (ASPA) (SHRM, 2011). The twenty-first century saw advances in transport and communications that greatly facilitated workforce mobility and collaboration. Corporations began viewing employees as assets rather than as cogs in a machine. Human resources management, consequently, became the dominant term for the function the ASPA even changing its name to SHRM in 1998 (SHRM, 2011).