By Sarah Kieran, Claire Harnett, Lorraine Ryan and Christine Cross, University of Limerick
The origins of HR It is useful to examine the history of human resource management to understand the origins of the ideas that underpin HR and why it can be wrought with tensions and contradictions. The origins of HR lie in the industrial revolution in the late 19th century. The advent of steam power, iron production and new machine-based manufacturing methods led to the development of the factory-system.
The impetus for others was more pragmatic they recognised the link between the welfare of their employees and their level of production. This 'welfare movement' resulted in the creation of some of the HR practices which are often taken for granted today, such as compliance with health and safety legislation or the provision of benefits like sick pay and pensions.
So where did HR go wrong? The essential problem is that this relationship between the employer and the employee is interdependent - two parties who both need something from the other. But like many relationships, it is dynamic and complex, influenced by factors such as diverse and conflicting needs. It also occurs in an environment where everyone is not necessarily equal, as the employer typically holds all the power.
However, It is worth noting that while HR might not be successful in convincing the shareholders and leaders, it doesn’t always mean they are not trying. This effort is unseen a lot of the time from the shop floor, and all that is seen is the negative perspective set we referred to earlier.
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