20 17 Junior Economist's "Human Resource Management" Focus: the development of human resource management
Development stages and characteristics of human resource management
Corresponding to the stage of enterprise management, human resource management has gone through three stages: employment management, personnel management and human resource management. Because the evolution of these three stages is gradual, the human resource management stage actually contains some essence of the previous management stage, and they are not absolutely exclusive.
(A) Employment management stage
Early experience management is accompanied by the stage of personnel employment management. Employers regard employees as machines and tools, as simple means of production and costs. The management of this period mainly revolves around labor relations, and the terms used are mainly labor relations, labor relations, employment relations and so on. The implementation of labor management mainly centers on recruitment, placement, transfer, resignation and education and training.
(B) Personnel management stage
19 At the end of the 20th century, an industrial revolution took place in Europe, which was characterized by breaking the traditional mode of production and industrialized production of large machines. With the profound changes of production factors and structure, the economic structure, labor structure and function have also undergone qualitative changes, and a new era of scientific management has emerged. At this time, personnel management, as a management activity, officially entered the category of enterprise management activities, and the basic functions of modern personnel management such as employee recruitment, salary and welfare were initially formed.
1. Early research on personnel management
(1) Owen's initial business: utopian socialist robert owen co-founded a cotton mill in new lanark, Scotland on 1799. He believes that man is a natural creature, and his behavior is a reflection of his treatment. Employers and organizations should try their best to explore people's potential and remove obstacles that affect employees' full potential. With the improvement of people's management level, Owen created the earliest work performance evaluation system, and painted a piece of wood in four colors, namely white, yellow, blue and black, in which white represents excellent, yellow represents good, blue represents ordinary and black represents poor. He installed this piece of wood on the machine, and every day, he turned the color reflecting the employee's work performance the day before to the channel, and gave timely feedback on the employee's work performance.
Information, and achieved good results. Because of Owen's efforts in improving the management of people in his work, he is known as one of the "pioneers of personnel management".
(2) Taylor's "time-action" analysis: the essence of scientific management is to analyze the work into the most basic mechanical elements, and then combine them most effectively. Frederick taylor is called the father of "scientific management" by the west. He advocates analyzing work and conducting scientific supervision and management. He carried out the earliest "time-action" analysis experiment, and made a detailed and accurate study of a shovel loader named Schmidt with a stopwatch. By removing the invalid parts in its work and improving the technology, the most effective standard working mode is designed, such as bucket size, bucket weight, stacking, bucket loading weight, walking distance, arm swing radian and so on. Its main purpose is to determine how workers should work in order to save time and energy. As a result, Schmidt's labor productivity increased by 2. 96 times.
On the basis of experimental research, Taylor put forward the famous four principles of scientific management:
First, establish a truly scientific labor process. That is to say, scientific methods are used to investigate and study the maximum daily workload that an ordinary worker can complete under the most suitable conditions, and on this basis, a reasonable daily labor quota is determined to replace the previous empirical methods.
Second, workers must go through scientific selection to ensure that they have physical and intellectual conditions corresponding to their working ability, so that they can complete the specified output. Then, these selected workers must also receive systematic training that can make them "first-class workers". Instead of the past, workers choose their own jobs, exercise themselves hard and improve themselves.
Third, combine the scientifically selected and trained workers with the scientific labor process. Cultivate the spirit of cooperation between workers and managers, ensure that workers complete their tasks in a scientific way, and find "an optimal working method to improve labor productivity".
Fourth, close and lasting cooperation between managers and workers. That is to say, there is an appropriate and clear division of labor between workers and managers, so that planning and implementation are separated, and managers undertake the part of their work that they are more competent than workers, instead of pushing all the work and most of the responsibilities to workers as in the past.
Exercise:
1. The following figures are known as "the father of scientific management" and put forward the famous four principles of scientific management in their works ().
A. Piece-rate wage system in henri fayol
B. Taylor's scientific management principles
C. henry gantt, workshop management
D. Gilbreth on enterprise personnel
Reference answer: b
Answer: This question is an examination of Taylor's scientific management knowledge points in early personnel management research.
2. Which of the following views does not belong to the four principles of scientific management ()?
A. People are regarded as "human capital", which can create higher value through effective management and development and is value-added capital.
B. Establish a truly scientific labor process
C. There should be close and long-term cooperation between managers and workers.
D. Combine scientifically selected and trained workers with scientific labor process.
Reference answer: a
Thinking of solving problems: This question is an examination of Taylor's scientific management knowledge points in early personnel management research.
(3) Mü nsterberg's industrial psychology: Mü nsterberg is the founder of industrial psychology. 19 12 published the book Psychology and Economic Life, describing the experience of hiring car drivers, sailors and telephone operators. The book mainly includes three aspects: first, the most suitable person. Study the requirements of a job for people, and make clear what kind of psychological quality the most suitable person should have.
Second, the most suitable job. Try to determine what kind of mental state can get the biggest and most satisfactory benefit from a person.
Third, the most ideal effect. Study the necessity of influencing the needs of people who meet the interests of the organization.