In today’s video, we are going to explore the major milestones and influential theories that have shaped the history of Human Resource Management (HRM). Understanding these milestones and theories is essential to gaining insights into the evolution and development of HRM as a strategic function within organizations. So, let’s dive into the rich history of HRM and discover the key milestones and theories that have left a lasting impact.

Before we begin, let’s briefly summarize the major milestones and influential theories, we will be discussing in this video:

1. The Hawthorne Studies and the Birth of Human Relations.
2. The Civil Rights Act of 1964 and Equal Employment Opportunity.
3. The Rise of Strategic HRM.
4. Total Quality Management and Continuous Improvement.
5. The Emergence of Talent Management.

Now, let’s drive into each of these milestones and theories and understand their significance in the evolution of HRM.

that concludes our exploration of the major milestones and influential theories in HRM history. By understanding these milestones and theories, we gain a deeper appreciation for the development of HRM as a strategic function that values employee well-being, equality, and organizational success. Don’t forget to subscribe to our channel for more insightful videos on HRM and related topics.

Watch Below Videos for more Insights of Human Resources Managements.

Introduction To HRM :

Key Responsibilities of HRM:

14 Principles of Management by Henri Fayol: https://youtu.be/aMwm2zq1KrI

10 Management Roles of Henry Mintzberg Explained:

Mastering Resume Screening Techniques:

Historical Evolution of HRM | 6 Key Milestones Discussed:

History, Evolution and Development of Human Resource:

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Sources and further readings for jobs and college degrees:
bls.gov(bureau of labor statistics)
nces.ed.gov(national center for educational statistics)
payscale(provides information on jobs and degrees)
bestschools.org
https://www.census.gov/dataviz/visualizations/056/#:~:text=%26%20Visualizations%20Next%20%3E%3E-,Synthetic%20Work%2DLife%20Earnings%20by%20Field%20of%20Bachelor’s%20Degree%20and,Attainment%20is%20a%20Bachelor’s%20Degree&text=A%20bachelor’s%20degree%20holder%20can,his%20or%20her%20work%20life
https://www.monster.com/jobs/search/?q=Human-Resources-Degree-jobs
https://www.ziprecruiter.com/blog/ziprecruiter-skills-index/
https://willrobotstakemyjob.com/11-3121-human-resources-managers
https://thetab.com/us/2017/03/13/hardest-major-62699
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This video explains what human resource development (HRD) is. Put simply, HRD refers to the training and development of an organization’s employees.
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HRM Playlist : https://youtube.com/playlist?list=PLsh2FvSr3n7f63hhfOBbYwUsUAlvHFDxA
Human Resource Management : Meaning, Definition, Nature, Concept, Scope, Importance : https://youtu.be/zAy6xT8Rvag
Job Analysis, Job Design, Job Evaluation, Job Description, Job Specification : https://youtu.be/fIhGz2Nv7h4
Human Resource Planning (HRP), HRP Process : https://youtu.be/jA-ZdKgNzio
Method and Techniques of HRP : https://youtu.be/aKOwsOoNb1o
Collective Bargaining (Meaning, Benefit, Types, Process): https://youtu.be/5cuabQk7dr0
Training and Development (Meaning, Differences, Process, Importance): https://youtu.be/5Zn6Cc8-snA
Training Methods (On the Job and Off the Job): https://youtu.be/jRmkQBccr6o
Recruitment and Selection (Meaning, Process, Sources, Importance): https://youtu.be/fWG-bwTKVXk
Performance Appraisal (Definition, Process, Methods, Error) : https://youtu.be/A4GklhGISxM

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Human Resource Management, or HRM, is critical for making businesses successful. 📈 In this video, we explain what HRM is and how it contributes to business success. 🏆

To fully understand how HRM can enable the business, we first need to understand Human Resources Management. Because there is much more to HRM than you might think. Join us while we take a closer look at this fascinating field, including:

💡 What is HRM
💡 HRM activities
💡 Why HRM is essential for successful organizations
💡 How to make an impact with Human Resource Management
💡 Future trends in HRM

And we’ll also share what might be one of the most surprising HR tasks from a few decades ago, to show just how much this field has changed since its early beginnings.

If you are interested in what HRM is, are curious about some of the changes coming our way, or want to know more about HR’s history, this video is perfect for you. Tune in and find out where HRM comes from, why it’s vital for successful organizations today, and where it’s headed in the future.

0:00 – Intro
0:51 – What is Human Resource Management
1:44 – A brief history of HRM
5:46 – HRM activities
9:11 – Making an impact with Human Resources Management
11:32 – Future trends

🚀 Want to become an HR professional? AIHR has a wide range of blogs, resources, videos, and courses to help you in your professional development: https://aihr.ac/3jqclx6
🚀 Are you an HR professional interested in upskilling your team? You can explore our enterprise solutions here: https://aihr.ac/3C4Nl5z

#AIHR #HumanResources #HRM
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Learn about the different types of human resource management models, and how to choose the best HRM model for your company.

You don’t need to be an HR expert to manage employees. This video will provide you with all the essential information on how to do it and will help you get started with your first employees. Moreover, I’ll show you what are some of the most common mistakes that HR people usually make while managing people and how to avoid them.

Human resource management is a complex task that requires a lot of expertise. HRM experts are usually required to make the task more successful.
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Human Resource Development (HRD) is a practice that combines training, organization development, and career development efforts to encourage improvement of individual, group, and organizational performance. Please visit www.eAdultEducation.org for more information on human resource development and information on adult learning theories and research in relation to practice in the field of human resource development.

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Made with http://biteable.com
This video is about job analysis in Human Resource Management
prepared by:
1) Yusra Syarina Binti Yushisham (198219)
2) Che Nurul Akashah Binti Che Mazlan (195983)

Reference:
Maimunah Aminuddin(2013), Job Analysis, Human Resource Management in the Hospitality Industry, pg 45-50

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HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we explore human resource planning by outlining a three-step strategic process to meet your organization’s human resource needs.

Human resource planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resource planning should serve as a link between human resource management and the overall strategic plan of an organization. The goals of human resource planning are to ultimately improve organizational outcomes.

Human resource planning is used in and for all functional areas of human resource management. Although you might immediately think of workforce planning, human resource planning covers the brood spectrum of functional areas of human resource management.

Human resource planning includes figuring out where you are, where you want to go, and how to get there.

Using this process, you will develop the core elements of a human resource plan – strategy, goals, and actions. Strategy is an extension of an organization’s mission, a bridge between the organization and it’s environment. Goals are a statement of desired outcomes toward which effort is directed, to realize your human resource plan. Actions are the most important things that can be done to reach stated goals.

Planning is critical for each functional area of human resource management. Ask these three simple strategic questions – where are we now, where do we want to be, and how can we get there? – to frame your next human resource planning process. Doing so will ensure you develop the right human resource strategy, goals and action items to realize your plan.

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The planning stage of human resource management involves: conducting a job analysis, forecasting the supply and demand of labor, and matching the supply of labor with consumer demand. In this brief video, I’ll describe each of these elements and explain the process of planning in the area of human resources.
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Hear from some of the foremost authoritative experts on what HR managers do and why they do it.

HR Basics is a series of short courses, designed to highlight what you need to know about a particular human resource management topic. In today’s HR Basics, we define human resource management with a simple model.

Before we explore the model, lets define human resource management. Human Resource Management comprise the formal systems designed to manage people in an organization. To best understand human resource management, we will look at a brief history, understand the roles human resource management plays in organizations and review a model to best organize the functional areas of human resource management.

What is now called human resource management has evolved a great deal since its beginnings around the year 1900. Personnel departments, which emerged as a clearly defined field by the 1920s (at least in the US), was largely concerned technical functions. What began as a primarily clerical operation in larger companies concerned with payroll and employee records began to face changes with the social legislation of the 1960s. HRM developed in response to the increase in competitive business organizations experienced by the late 1970s as a result of deregulation and rapid technological change. In the 1990s, globalization and competition required human resource departments to become more concerned with costs, planning, and the implications of various HR strategies for both organizations and their employees.

The role of human resource management professionals has dramatically evolved over the years. If an organization has a formal HR group (perhaps a department) there are typically three different roles that group might play in the organization.

The strategic role links human resource stagey with organizational mission and the work of people in the organization. The operational role manages functional human resource activities and serving an ‘employee champion.’ And the administrative role provides recordkeeping, process administration and compliance efforts.

The pinwheel human resource management model suggest that the management of human resources in an organization centers eight key functional areas. These functions are a collection of specialized human resource management work. For each functional area, Human Resource Professionals are responsible for key activities.

This human resource model should give you context to understand and apply the important role human resource management plays in today’s organizations.
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