How Human Resources Develop in an Organization and Evolve Over Time

Human resources (HR) have evolved significantly over time, reflecting the changing needs of organizations and the modern workplace. Traditionally, the focus was on basic management of employees, such as payroll and benefits. However, today's HR plays a pivotal role in developing the skills, performance, and career paths of employees, which is often referred to as Human Resource Development (HRD).

Understanding Human Resource Development (HRD)

HRD involves improving the competency, performance, capacity, and career potential of employees. The approaches to HRD include training to enhance competencies, mentorship to develop capacity and empower employees, coaching to motivate and inspire, and succession planning to prepare for future leadership roles.

Modern HR strategies should address not only the improvement of individual employees but also the overall efficiency and effectiveness of the entire workforce. This includes tasks such as:

Personalized Training Plans: Tailoring training programs based on individual employee needs. Performance Tracking: Monitoring progress and identifying areas for improvement. Feedback Loops: Providing regular feedback and performance reviews to facilitate employee growth.

The Evolution of HRM: From Personnel Department to HR-Business Partners

Initially, the concept of managing employees was known as the Personnel Department. Over time, this evolved into a more structured and comprehensive approach. Today, the term Human Resources Department is widely used and denotes a more advanced and integrated role in organizational functions. Furthermore, the contemporary trend is towards HR-Business Partners, which further enhances the strategic alignment between HR and business objectives.

From a historical perspective, the core tasks of HR have shifted from basic admin functions to complex developmental roles. Early HR strategies included:

On-the-Job Training (OTJ): Hiring new employees and providing them with a 'buddy' to assist them in understanding the job. Additionally, formal orientation programs that could last from a day to more extended periods, where new employees would meet with colleagues to gather information and answers. Formal Training Programs: Various types of training, such as day-long seminars or short training sessions on multiple topics. Organizations would pay for university or college courses and reimburse expenses if an employee was successful. Online Learning: Implementing a variety of online learning resources to support employee development.

OTJ remains a significant method for on-the-job development, empowering employees to learn and adapt quickly within the organization.

Developing HR Function in an Organization

The development of the HR function within an organization typically follows a sequential path. It begins with basic duties such as payroll and benefits management, before expanding into a fully functioning HR department that handles hundreds of different tasks and responsibilities. Key stages include:

Initial Roles: Payroll clerk roles that handle basic payroll and benefit management. Growing Responsibility: As the organization grows, the HR department begins to take on more responsibilities, such as training and performance management. Fully Functioning Department: A well-established HR department that manages a wide range of tasks, from recruitment to career development.

The effectiveness of HR in an organization is often determined by its ability to balance employee needs, such as employment security and morale, with the company's goals and objectives. By doing so, HR can drive organizational success and ensure that the organization has the necessary talent to meet its strategic needs.

Organizations can benefit from a strategic approach to HR development that focuses on continuous improvement, leveraging technology like HR Management Systems (HRMS) to streamline processes and improve employee outcomes.

In conclusion, the evolution of HR in an organization is a dynamic process that requires ongoing adaptation and innovation. By understanding the key roles and responsibilities of HR, organizations can better support their employees and achieve their objectives.