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History[edit]

Antecedent theoretical developments[edit]

HR spawned from thehuman relations movement, which began in the early 20th century due to work

byFrederick Taylorinlean manufacturing. Taylor explored what he termed "scientific management" (laterreferred to by others as "Taylorism"), striving to improveeconomic efficiencyin manufacturing jobs. He

eventually keyed in on one of the principal inputs into the manufacturing processlaborsparking inquiry

intoworkforce productivity.[1]

The movement was formalized following the research ofElton Mayo, whoseHawthorne

studiesserendipitously documented how stimuli unrelated to financial compensation and working

conditionsattention and engagementyielded more productive workers.[2]Contemporaneous work

byAbraham Maslow,Kurt Lewin,Max Weber,Frederick Herzberg, andDavid McClellandformed the

basis for studies inorganizational behaviorandorganizational theory, giving room for an applied

discipline.

Birth and evolution of the discipline[edit]

By the time enough theoretical evidence existed to make a business case for strategic workforce

management, changes in the business landscape ( laAndrew Carnegie,John Rockefeller) and in public

policy (a lSidneyandBeatrice Webb,Franklin D. Rooseveltand theNew Deal) had transformed the

employer-employee relationship, and the discipline was formalized as "industrialandlabor relations". In

1913, one of the oldest knownprofessional HR associationstheChartered Institute of Personnel and

Developmentwas 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

Labour Managementbefore settling upon its current name.[3]Likewise in the United States, the world's

first institution of higher education dedicated to workplace studiestheSchool of Industrial and Labor

Relationswas formed atCornell Universityin 1945.[4]

During the latter half of the 20th 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 concerningcollective representation, and many companies

began referring to the profession as "personnel administration". In 1948, what would later become the

largest professional HR associationtheSociety for Human Resource Management(SHRM)was

founded as theAmerican Society for Personnel Administration(ASPA).[5]

Nearing the 21st century, advances in transportation and communications 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
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nd_Labor_Relationshttps://en.wikipedia.org/wiki/Cornell_University_School_of_Industrial_and_Labor_Relationshttps://en.wikipedia.org/wiki/Cornell_University_School_of_Industrial_and_Labor_Relationshttps://en.wikipedia.org/wiki/Cornell_Universityhttps://en.wikipedia.org/wiki/Cornell_Universityhttps://en.wikipedia.org/wiki/Cornell_Universityhttps://en.wikipedia.org/wiki/Human_resource_management#cite_note-ILR-4https://en.wikipedia.org/wiki/Human_resource_management#cite_note-ILR-4https://en.wikipedia.org/wiki/Human_resource_management#cite_note-ILR-4https://en.wikipedia.org/wiki/Collective_bargaininghttps://en.wikipedia.org/wiki/Collective_bargaininghttps://en.wikipedia.org/wiki/Collective_bargaininghttps://en.wikipedia.org/wiki/Society_for_Human_Resource_Managementhttps://en.wikipedia.org/wiki/Society_for_Human_Resource_Managementhttps://en.wikipedia.org/wiki/Society_for_Human_Resource_Managementhttps://en.wikipedia.org/wiki/Human_resource_management#cite_note-SHRM-5https://en.wikipedia.org/wiki/Human_resource_management#cite_note-SHRM-5https://en.wikipedia.org/wiki/Human_resource_management#cite_note-SHRM-5https://en.wikipedia.org/wiki/Human_resource_management#cite_note-SHRM-5https://en.wikipedia.org/wiki/Society_for_Human_Resource_Managementhttps://en.wikipedia.org/wiki/Collective_bargaininghttps://en.wikipedia.org/wiki/Human_resource_management#cite_note-ILR-4https://en.wikipedia.org/wiki/Cornell_Universityhttps://en.wikipedia.org/wiki/Cornell_University_School_of_Industrial_and_Labor_Relationshttps://en.wikipedia.org/wiki/Cornell_University_School_of_Industrial_and_Labor_Relationshttps://en.wikipedia.org/wiki/Human_resource_management#cite_note-3https://en.wikipedia.org/wiki/Chartered_Institute_of_Personnel_and_Developmenthttps://en.wikipedia.org/wiki/Chartered_Institute_of_Personnel_and_Developmenthttps://en.wikipedia.org/wiki/List_of_human_resource_management_associationshttps://en.wikipedia.org/wiki/Labor_relationshttps://en.wikipedia.org/wiki/Industrial_relationshttps://en.wikipedia.org/wiki/New_Dealhttps://en.wikipedia.org/wiki/Franklin_D._Roosevelthttps://en.wikipedia.org/wiki/Beatrice_Webbhttps://en.wikipedia.org/wiki/Sidney_Webbhttps://en.wikipedia.org/wiki/John_Rockefellerhttps://en.wikipedia.org/wiki/Andrew_Carnegiehttps://en.wikipedia.org/w/index.php?title=Human_resource_management&action=edit&section=3https://en.wikipedia.org/wiki/Organizational_theoryhttps://en.wikipedia.org/wiki/Organizational_behaviorhttps://en.wikipedia.org/wiki/David_McClellandhttps://en.wikipedia.org/wiki/Frederick_Herzberghttps://en.wikipedia.org/wiki/Max_Weberhttps://en.wikipedia.org/wiki/Kurt_Lewinhttps://en.wikipedia.org/wiki/Abraham_Maslowhttps://en.wikipedia.org/wiki/Human_resource_management#cite_note-2https://en.wikipedia.org/wiki/Hawthorne_studieshttps://en.wikipedia.org/wiki/Hawthorne_studieshttps://en.wikipedia.org/wiki/Elton_Mayohttps://en.wikipedia.org/wiki/Human_resource_management#cite_note-1https://en.wikipedia.org/wiki/Workforce_productivityhttps://en.wikipedia.org/wiki/Economic_efficiencyhttps://en.wikipedia.org/wiki/Scientific_managementhttps://en.wikipedia.org/wiki/Lean_manufacturinghttps://en.wikipedia.org/wiki/Frederick_Winslow_Taylorhttps://en.wikipedia.org/wiki/Human_relations_movementhttps://en.wikipedia.org/w/index.php?title=Human_resource_management&action=edit&section=2https://en.wikipedia.org/w/index.php?title=Human_resource_management&action=edit&section=1



the ASPA even changing its name to SHRM in 1998.[5]

"Human capital management" is sometimes used

synonymously with HR, although human capital typically refers to a more narrow view of human

resources; i.e., the knowledge the individuals embody and can contribute to an organization. Likewise,

other terms sometimes used to describe the field include "organizational management", "manpower

management", "talent management", "personnel management", and simply "people management".

In popular media[edit]

HR has been depicted in several popular media. On the U.S. television series ofThe Office, HR

representativeToby Flendersonis sometimes seen as a nag because he constantly reminds coworkers

of company policies and government regulations.[6]Long-running American comic stripDilbertalso

frequently portrays sadisticHR policiesthrough characterCatbert, the "evil director of human

resources".[7]Additionally, an HR manager is the title character in the 2010 Israeli filmThe Human

Resources Manager, while an HR intern is the protagonist in 1999 French film Ressources humaines.

Additionally, the BBC sitcomdinnerladiesmain character Philippa is an HR manager

Practice[edit]

Business function[edit]

Dave Ulrichlists the functions of HR as: aligning HR and business strategy, re-engineering organization

processes, listening and responding to employees, and managing transformation and change.[8]

In practice, HR is responsible for employee experience during the entire employment lifecycle. It is first

charged with attracting the right employees throughemployer branding. It then must select the right

employees through therecruitmentprocess. HR thenonboardsnew hires and oversees theirtraining anddevelopmentduring their tenure with the organization. HR assesses talent through use ofperformance

appraisalsand thenrewardsthem accordingly. In fulfillment of the latter, HR may sometimes

administerpayrollandemployee benefits, although such activities are more and more being outsourced,

with HR playing a more strategic role. Finally, HR is involved in employee terminations - including

resignations, performance-related dismissals, and redundancies.

At the macro-level, HR is in charge of overseeing organizationalleadershipandculture. HR also ensures

compliance withemployment and labor laws, which differ by geography, and often oversees health,

safety, and security. In circumstances where employees desire and are legally authorized to holdacollective bargaining agreement, HR will typically also serve as the company's primary liaison with the

employee's representatives (usually alabor union). Consequently, HR, usually through industry

representatives, engages in lobbying efforts with governmental agencies (e.g., in the United States,

theUnited States Department of Laborand theNational Labor Relations Board) to further its priorities.
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tates_Department_of_Laborhttps://en.wikipedia.org/wiki/National_Labor_Relations_Boardhttps://en.wikipedia.org/wiki/National_Labor_Relations_Boardhttps://en.wikipedia.org/wiki/National_Labor_Relations_Boardhttps://en.wikipedia.org/wiki/National_Labor_Relations_Boardhttps://en.wikipedia.org/wiki/United_States_Department_of_Laborhttps://en.wikipedia.org/wiki/Trade_unionhttps://en.wikipedia.org/wiki/Collective_agreementhttps://en.wikipedia.org/wiki/Labour_lawhttps://en.wikipedia.org/wiki/Organizational_culturehttps://en.wikipedia.org/wiki/Leadershiphttps://en.wikipedia.org/wiki/Employee_benefitshttps://en.wikipedia.org/wiki/Payrollhttps://en.wikipedia.org/wiki/Remunerationhttps://en.wikipedia.org/wiki/Performance_appraisalhttps://en.wikipedia.org/wiki/Performance_appraisalhttps://en.wikipedia.org/wiki/Training_and_developmenthttps://en.wikipedia.org/wiki/Training_and_developmenthttps://en.wikipedia.org/wiki/Onboardinghttps://en.wikipedia.org/wiki/Recruitmenthttps://en.wikipedia.org/wiki/Employer_brandinghttps://en.wikipedia.org/wiki/Human_resource_management#cite_note-8https://en.wikipedia.org/wiki/Dave_Ulrichhttps://en.wikipedia.org/w/index.php?title=Human_resource_management&action=edit&section=6https://en.wikipedia.org/w/index.php?title=Human_resource_management&action=edit&section=5https://en.wikipedia.org/wiki/Dinnerladieshttps://en.wikipedia.org/wiki/Human_Resources_(film)https://en.wikipedia.org/wiki/The_Human_Resources_Managerhttps://en.wikipedia.org/wiki/The_Human_Resources_Managerhttps://en.wikipedia.org/wiki/Human_resource_management#cite_note-7https://en.wikipedia.org/wiki/Catberthttps://en.wikipedia.org/wiki/Human_resource_policieshttps://en.wikipedia.org/wiki/Dilberthttps://en.wikipedia.org/wiki/Human_resource_management#cite_note-6https://en.wikipedia.org/wiki/Toby_Flendersonhttps://en.wikipedia.org/wiki/The_Office_(U.S._TV_series)https://en.wikipedia.org/w/index.php?title=Human_resource_management&action=edit&section=4https://en.wikipedia.org/wiki/Human_capitalhttps://en.wikipedia.org/wiki/Human_resource_management#cite_note-SHRM-5



The discipline may also engage in mobility management, especially pertaining toexpatriates; and it is

frequently involved in themerger and acquisitionprocess. HR is generally viewed as a support function to

the business, helping to minimize costs and reduce risk.[9]

Careers[edit]

There are almost half a million HR practitioners in the United States and thousands more

worldwide.[10]TheChief HR Officeris the highest ranking HR executive in most companies and typically

reports directly to theChief Executive Officerand works with theBoard of DirectorsonCEO

succession.[11][12]

Within companies, HR positions generally fall into one of two categories: generalist and specialist.

Generalists support employees directly with their questions, grievances, and projects. They "may handle

all aspects of human resources work, and thus require an extensive range of knowledge. The

responsibilities of human resources generalists can vary widely, depending on their employer's

needs."[13]Specialists, conversely, work in a specific HR function. Some practitioners will spend an entire

career as either a generalist or a specialist while others will obtain experiences from each and choose a

path later. Being an HR manager consistently ranks as one of the best jobs, with a #4 ranking byCNN

Moneyin 2006 and a #20 ranking by the same organization in 2009, due to its pay, personal satisfaction,

job security, future growth, and benefit to society.[14][15]

Human resource consultingis a related career path where individuals may work as advisers to companies

and complete tasks outsourced from companies. In 2007, there were 950 HR consultancies globally,

constituting a USD $18.4 billion market. The top five revenue generating firms wereMercer,Ernst &

Young,Deloitte, Watson Wyatt (now part ofTowers Watson),Aon(now merged withHewitt), andPwC

consulting.[16]

For 2010, HR consulting was ranked the #43 best job in America by CNN Money.[17]
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