HRM: Transforming Employer-Employee Relations Since WWII
|Timeline||Changes in Personnel Function||Impact|
|Post World War II||Rapid growth due to industrialization and technology emergence.||Increased need for educated and specialized workers; expansion of wage, salary programs, and benefits administration.|
|Post World War II||Shift of power dynamics between managers and personnel.||Greater collective voice for workers; increased need for formalized employer/employee relations programs.|
|1960s-1970s||Enactment of significant employment legislation like Equal Pay Act, Age Discrimination in Employment Act, and Occupational Safety and Health Act.||Establishment of a legal framework to protect employee rights and safety.|
|1960s-1970s||Increased need for personnel departments to ensure compliance with new laws.||Maintainance of a productive and harmonious working environment.|
|Post 1970s||Transformation of personnel function into a sophisticated and professional field.||Increased importance of HRM to organizational success.|
|Throughout||Transformation and evolution of employer-employee relations.||Effective HRM becoming crucial for organizational success and workforce satisfaction.|
|Ongoing||Need for continuous tools and strategies in response to rapid technological advancements.||Continuous adaptation and evolution of HRM responsibilities from recruitment, training, benefits administration to ensuring employees' digital safety.|
|Future||Emergence of HR Tech and data-driven decision making.||Need for HR professionals to develop competencies in data analysis and technology application.|
|Future||Growing focus on work-life balance and employee well-being.||HRM strategies must prioritize employee satisfaction and work-life integration.|
|Future||Greater emphasis on diversity, equity, and inclusion in the workforce.||HRM must ensure practices align with society's progressive attitudes towards diversity and inclusion.|
This article discusses the transformation of the personnel function since World War II. It looks at the growth of the personnel function due to rapid industrialization and the emergence of new technologies, as well as the shift in power between managers and personnel.
It also examines the impact of employment legislation of the 1960s and 1970s on personnel function. As a result of these changes, the personnel function has become a much more sophisticated and professional field, and its importance to the success of organizations is undeniable.
Growth of the Personnel Function after WWII
The shift in Power Between Managers and Personnel
Employment Legislation of the 1960s and 1970s
Introduction: The personnel function has dramatically changed since World War II. During this period, the personnel function experienced tremendous growth due to rapid industrialization and the emergence of new technologies. As a result, personnel departments had to expand their wage and salary programs, benefits administration, and performance appraisal systems.
At the same time, workers had begun to gain a stronger collective voice, leading to a shift in power between managers and personnel. This article will explore the personnel function's growth after WWII, the shift in power between managers and personnel, and the employment legislation of the 1960s and 1970s.
The most significant personnel function growth period occurred after World War II ended. This was due to the rapid industrial development and burst of technology, which increased the need for college-educated and exempt-level employees. Specifically, engineers and technically trained workers were in demand.
Personnel offered training and educational opportunities when fully qualified people could not be found. With this increase in hiring came the need to expand wage and salary programs and benefits administration. Personnel also had to develop and monitor performance appraisal systems.
At the same time, workers, including those not unionized, were gaining a stronger collective voice, and management no longer had an unqualified upper hand. Consequently, there was a greater need for formalized employer/employee relations programs. In a field initially marked by mediocrity and staffed by misfits, personnel now began to acquire expertise and a professional reputation.
The 1960s and 1970s saw a proliferation of employment legislation, such as the Equal Pay Act, the Age Discrimination in Employment Act, and the Occupational Safety and Health Act. These laws significantly impacted the personnel function, as they established a legal framework for protecting employee rights and safety. Personnel departments had to ensure that their organizations complied with the new laws while maintaining a productive and harmonious working environment.
Conclusion: The personnel function has dramatically changed since World War II. This was due to the rapid industrial development and burst of technology, and the emergence of new employment legislation. As a result, personnel departments had to expand their wage and salary programs, benefits administration, and performance appraisal systems.
At the same time, workers had begun to gain a stronger collective voice, leading to a shift in power between managers and personnel. The personnel function is now a much more sophisticated and professional field, and its importance to the success of organizations cannot be overstated.
The history of HRM is the history of the evolution of employer-employee relations.
The personnel function has evolved dramatically since World War II, influenced greatly by the expansion triggered by rapid industrial development, emergence of new technologies, and significant employment legislation in the 60s and 70s. Workers began wielding a stronger collective voice, leading to increased power dynamics between managers and personnel. This shift, coupled with new employment legislation, necessitated the expansion of benefits, wage, and salary programs, and performance appraisal systems, paving the way for a more professional and sophisticated HR field. Pursuing best HR certification courses online could equip HR professionals to navigate these intricate dynamics and legal regulations, emphasizing the indispensable value of the HR function in organizations today.best hr certification courses online
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.