Focus of the 2017 Junior Economist "Human Resources Management": The Development of Human Resources Management

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Focus of the 2017 Junior Economist "Human Resources Management": The Development of Human Resources Management

Human Resources Development stages and characteristics of management

Corresponding to the stages of enterprise management, human resources management has roughly gone through three stages: employment management, personnel management and human resources management. Since the evolution of these three stages is gradual , so the human resources management stage actually contains some of the essence of the previous management stages, and they are not absolutely exclusive.

(1) Employment management stage

Accompanying the early experience management is the employment management stage of personnel. Employers regard employees as machines, tools, and simple means of production. and cost. Management during this period mainly revolved around labor relations, and the terms used were mainly labor relations, industrial relations, employment relations, etc. What is implemented is mainly labor force management centered on recruitment, placement, transfer, retirement and education and training.

(2) Personnel Management Stage

In Europe at the end of the 19th century and the early 20th century, there was an industrial revolution that was characterized by breaking the traditional production methods and featuring the industrial production of large machines. Along with the profound changes in production factors and structures, the economic structure, labor structure and functions 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 scope of enterprise management activities, and the basic functions of modern personnel management such as employee recruitment, wages and benefits were initially formed.

1. Early research on personnel management

(1) Owen’s early management: The utopian socialist Robert Owen founded it as a partnership in New Lanark, Scotland in 1799 A cotton spinning mill. He believes that human beings are natural creatures, and human behavior is a reflection of the treatment they receive. Employers and organizations should strive to explore people's potential and eliminate obstacles that affect the full realization of employees' potential. As the management of people was increasingly improved, Irving created the earliest work performance evaluation system, painting the four sides of a wooden block in four colors: white, yellow, blue and black. White represents excellence, yellow represents good, and blue represents Black represents average, black represents poor. He installed this wooden block on the machine, turned the color of the work performance of the employees on the previous day into the channel every day, and promptly fed back the work performance information to the employees, and achieved very good results. Irving is known as one of the "pioneers of personnel management" for his efforts to improve the management of people at work.

(2) Taylor's "time-action" analysis: The essence of scientific management is to divide work into the most basic mechanical elements and analyze them, and then combine them most effectively. Frederick W. Taylor is called the father of "scientific management" in the West. He advocated analyzing work and scientifically supervising and managing it. He conducted the earliest "time-action" analysis experiment, using a stopwatch to conduct detailed and accurate research on a shovel loader named Schmidt. By removing the ineffective parts of its work and improving the technology, a most effective standard working method is designed, such as shovel size, bucket weight, stacking, shovel loading weight, walking distance, arm swing arc and other The content of work is specified in detail, and its main purpose is to determine how workers should work to save time and effort. As a result, Schmidt's labor productivity increased by 2.96 times.

On the basis of experimental research, Taylor proposed the famous four principles of scientific management:

First, establish a truly scientific labor process. That is, 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 work quota is determined to replace the past method of relying solely on experience.

Second, workers must be scientifically selected to ensure that they have the physical and intellectual conditions corresponding to their work abilities, so that they have the possibility to complete the specified output. These selected workers must then undergo systematic training that will enable them to become "top workers." Instead of having workers choose their own jobs, try to train and train themselves, as was the case in the past.

Third, combine scientifically selected and trained workers with scientific labor processes. Cultivate a spirit of cooperation between workers and managers to ensure that workers complete tasks according to scientific methods and find "the best working method, thereby improving labor productivity."

Fourth, close and long-lasting cooperation between managers and workers. That is to carry out an appropriate and clear division of labor between workers and managers, so that planning and execution are separated. Managers take over the part of the work that they are more qualified than the workers, instead of offloading all the work and most of the responsibilities as in the past. to the workers.

Exercise:

1. The following figure is known as the "Father of Scientific Management" and proposed the famous four principles of scientific management in his works (　).

A. Henry Fayol "Piece Rate System"

B. Taylor "Principles of Scientific Management"

C. Henry Gant "Factory Management" 》

D. Gilbreth "On Enterprise Personnel"

Reference answer: B

Problem-solving ideas: This question is a study of early personnel management An examination of the knowledge points of scientific management in Zhongtai Luo.

2. Which of the following viewpoints does not belong to the four principles of scientific management ( ).

A. Treat people as "human capital" and believe that this kind of capital can create higher value through effective management and development and is a capital that can add value

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 processes

Reference answer: A

Question-solving ideas: This question is an examination of Taylor’s scientific management knowledge points in early personnel management research,

(3 ) Munsterberg's Industrial Psychology: Munsterberg was the founder of industrial psychology. In 1912, he published the book "Psychology and Economic Life", which described the employment of car drivers, ship personnel and telephones. The book mainly covers three aspects of the operator's experience: First, the most suitable person. Study the requirements of a certain kind of work on people and identify what psychological qualities the people who are most suitable for this kind of work should possess.

Second, the most suitable job. Trying to determine the psychological conditions under which the greatest and most satisfying benefits can be obtained from a person.

Third, the most ideal effect. Study the need to influence human needs in line with the interests of the organization.