Harnessing HR Potential: Human Resources Management
| Time period | Key HR Developments | Impact on HR Practices |
|---|---|---|
| 1980s | Introduction of EEO and Affirmative Action | Ensured non-discrimination at workplace; equitable opportunities for all employees |
| 1990s | Expansion of EEO Responsibilities; Introduction of HRIS | HR took a more strategic role in organizational planning; rapid access to employee information and performance assessment facilitated by HRIS |
| 090s- present | New Recruitment Methods | Shift to digital platforms for job postings; use of psychometric testing for candidate selection; enhanced reach and efficiency in recruitment process |
| Overall | Shift from 'Personnel' to 'Human Resources' | Reflects proactive, potential-maximizing approach to managing employees |
| 1990s | Incorporation of Organizational Development and Career Planning | Greater emphasis on employee growth and aspiration, leading to employee satisfaction and retention |
| 1990s | Employee Grievance Handling | Structured methodologies for conflict resolution, leading to harmonious work environment |
| 1990s | Disciplinary proceedings | Streamlined procedures for disciplinary action, enhancing fairness and transparency |
| 1990s- present | Strategic Planning | HR became an integral part in setting and achieving organizational goals |
| 1990s | HRIS Introduction | Automated administrative tasks, improved decision-making with data-driven insights |
| Overall | Evolving HR Roles and Responsibilities | Continuous adaptations to meet changing workforce demands, thereby aiming to maximize HR potential and productivity |
The 1990s, the introduction of Human Resources Information Systems (HRIS), and the development of new recruitment methods have all been essential developments in HR.
Introduction to Human Resources
The 1980s: EEO and Affirmative Action
The 1990s: Expansion of EEO Responsibilities
Human Resources Information System
Recruitment Methods
Human Resources: An Overview
Human resources (HR) is a term used to refer to the function or department responsible for managing personnel within an organization. This term has largely replaced the term “personnel” as it reflects a more proactive approach to managing people to maximize their potential.
Throughout the 1980s and 1990s, HR has increasingly become an essential function in any work setting, with its responsibilities expanding to cover various areas. This article outlines the key developments in HR over the last four decades, including equal employment opportunity (EEO) and affirmative action in the 1980s, the expansion of EEO responsibilities in the 1990s, the introduction of Human Resources Information Systems (HRIS), and recruitment methods.
The 1980s saw the emergence of EEO and affirmative action as the primary responsibilities of HR. EEO is a legal framework that prohibits discrimination in the workplace based on race, color, religion, sex, national origin, age, disability, or genetic information. Affirmative action, meanwhile, is a set of policies and practices designed to ensure that all employees are treated fairly and given equal opportunities for advancement. Introducing these policies and practices was an essential step in ensuring that all employees were respected and given equal opportunities, regardless of their characteristics.
In the 1990s, the responsibilities of HR expanded to cover a broader range of areas. This included organizational development, career planning, employee grievances, and disciplinary proceedings. HR also began to take on a more significant role in an organization's strategic planning to ensure that the organization was able to meet its goals and objectives. Additionally, HR began to take on a more proactive role in managing personnel to make the most of the potential of its employees.
The introduction of Human Resources Information Systems (HRIS) in the 1990s was also a significant development in HR. HRIS is an electronic filing system that stores and provides access to employee information, such as job descriptions, performance reviews, and salary information. It also allows managers to track employee performance, analyze trends, and identify areas for improvement.
Finally, recruitment methods have also changed significantly over the last four decades. In the past, recruitment was done mainly through newspaper advertisements or word of mouth. However, in the modern era, recruitment is often done through online job postings, social media, and recruitment agencies. Additionally, employers are increasingly using psychometric testing and other methods to ensure they select suitable candidates for the job.
In conclusion, HR has come a long way over the last four decades. The introduction of EEO and affirmative action in the 1980s, the expansion of EEO responsibilities in the 1990s, the introduction of HRIS, and the changes to recruitment methods have significantly impacted how HR is managed. As the role of HR continues to evolve, it is essential to ensure that the right policies and practices are in place to ensure that all employees are treated fairly and given equal opportunities.
People are the greatest asset of any organization; effective Human Resources Management is the key to unlocking their potential.
Yu Payne is an American professional who believes in personal growth. After studying The Art & Science of Transformational from Erickson College, she continuously seeks out new trainings to improve herself. She has been producing content for the IIENSTITU Blog since 2021. Her work has been featured on various platforms, including but not limited to: ThriveGlobal, TinyBuddha, and Addicted2Success. Yu aspires to help others reach their full potential and live their best lives.
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