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Human Resources Discussion Questions

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Human Resources Discussion Questions
Based on the evolution of the human resource function in organizations, predict what it
will look like 40 years from now. Give specific examples if you can.
Human resource functions will evolve and change over the next 40 years through new
technological innovations, new theories, and improvements in current process. When human
resource departments where originally developed their goal was simply to hire employees and
ensure they received the appropriate amount of pay. These goals developed out of labor relations
challenges that lead to strikes and picketing for employee rights and benefits. The human
resource department continued to evolve with the goal being efficiency.
By the 1960’s the goal of the human resource department was to adhere to new employment
laws to ensure legal compliance (Duggan, 2012). By the 1980’s new theories of human
management emerged once again causing changes to human resource departments. The focus
shifted to providing employees with training and support as well as the best way to motivate
employees. By the 1990’s and the turn of the century all human resource processes were
computerized with the focus once again shifting to efficiency and the gathering of data.
In the future human resource process will be computerized completely and new opportunities
will be presented through new technological revolutions. The focus in the future will continue to
be on motivating the employee and earning the best ways to make them the most productive. In
the future HR will take a larger leadership role and will rely more heavily on data collected
through simplified technological processes. The HR professional of the future will need to be
able to juggle technology and employees as well as diversity.

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Duggan, T. (2012). The Evolution of HR. Retrieved April 11, 2015 from
http://smallbusiness.chron.com/evolution-hr-61238.html
Determine which of the HRM functions has evolved the most and its impact on the
stakeholders of the function. Provide a rationale with your response
The HRM functions that have evolved the most are areas focused on change management,
motivation and team building. In the past the HR department focused mostly on record keeping,
recruitment, selection, and wages. After Elton Mayo’s Hawthorne Studies identified different
reasons for productivity than money the personnel management approach switched to the
Traditional Approach. The Hawthorne Studies uncovered the major drivers of productivity and
motivation which completely changed how HRM approached the employee (Sonnenfeld, 1985).
With this new understanding everything began to change in human resources.
How employees were selected and attracted changed once organizations understood that
employees are motivated by socio-psychological factors not just their salary. New motivational
approaches included benefits, motivational work environment, and incentives. Without ways to
motivate employees they will not be as productive as they could be. Understanding employees
were motivated by more than just a salary became an important part of the HRM function. The
HRD continued to perform functions, such as selecting employees and paying salaries but they
also became responsible for developing ways to attract the most talented applicants and to
motivate employees to be there most productive. HRM functions include training and
development functions that ensure the employee has an opportunity for career growth which in
turn ensure employees are motivated.
Sonnenfeld, J. (1985). "Shedding Light on the Hawthorne Studies," Journal of Occupational

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Human Resources Discussion Questions • Based on the evolution of the human resource function in organizations, predict what it will look like 40 years from now. Give specific examples if you can. Human resource functions will evolve and change over the next 40 years through new technological innovations, new theories, and improvements in current process. When human resource departments where originally developed their goal was simply to hire employees and ensure they received the appropriate amount of pay. These goals developed out of labor relations challenges that lead to strikes and picketing for employee rights and benefits. The human resource department continued to evolve with the goal being efficiency. By the 1960’s the goal of the human resource department was to adhere to new employment laws to ensure legal compliance (Duggan, 2012). By the 1980’s new theories of human m ...
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