Origin and evolution of M.H.

R
 Origin and evolution of M.H.R

• This specialty emerged from the growth and complexity of

organizational tasks, dating back to the early twentieth century under
the name of Industrial Relations, after the great impact of the
industrial revolution.

• It was born as a mediating activity between people and organizations

to moderate or reduce the business conflict between the
organizational objectives and the individual objectives of the people,
until then considered incompatible and totally irreconcilable.
 Origin and evolution of M.H.R

• Over time the concept of Industrial Relations changed radically and

underwent a great expansion, going, around the 1950s, to be called
Personnel Administration.

• Now it should not only mediate to reduce conflicts, but also manage
people in accordance with current labor legislation and solve conflicts
that arise spontaneously.
 Origin and evolution of M.H.R

• Labor legislation remained unchanged and gradually became

obsolete, as organizational challenges grew disproportionately.

• People came to be considered indispensable resources for

organizational success, and they were the only living and intelligent
resources that organizations had to face the challenges that arose.
 Origin and evolution of M.H.R

• The concept of Human Resources Administration (HRM) emerged,

which still suffered from the vice of seeing people as productive
resources or simple passive agents, whose activities had to be
planned and controlled according to the needs of the organization.
 Relationship of Human Resources
Administration with other Disciplines

Industrial engineering:

• Time studies
• Movement studies
• Incentive systems
• Assessment of tasks
• Selection offices
• Training of workers
 Relationship of Human Resources
Administration with other Disciplines

• Psychology:

It uses scientific methods to understand the causes of human behavior,

to measure skills and attitudes, to find causes of motivation, conflict
and frustration, etc.
 Relationship of Human Resources
Administration with other Disciplines

• Management:

As this is the one who has the set of systematized steps that will
determine the performance of the administrators in an optimal way;
following the planning, organization, direction and control phases.
 Relationship of Human Resources
Administration with other Disciplines

• Sociology:

It is the science that studies the reciprocal relationships of groups and

individuals.

When the principles of this science are applied to concrete facts of the
organization, the sociology of the company, the industrial sociology or
the sociology of the Administration appears.
 Relationship of Human Resources
Administration with other Disciplines

• The most important contributions of sociology to

Human Resources Administration have been:

1. Study of formal and informal groups within the

company
2. Sociometric techniques to integrate good work
teams
3. Analysis of the Authority, bureaucracy, mobility,
etc.
 Relationship of Human Resources
Administration with other Disciplines

• Anthropology:

The reference to the concepts of culture and subculture to better

understand some form of behavior.

• Rights:

The principles that should govern worker-employer relations

 Relationship of Human Resources
Administration with other Disciplines

• Accounting:

People acquire the name "Human Asset"; and they are recognized as
economic values, despite not being property of the company and not
having monetary value as such; but rather because of their capabilities
and performance within the organization.
 Relationship of Human Resources
Administration with other Disciplines

• Math:

Inferential statistics models have made a great contribution to decision-

making on human resources. Likewise, regression models have been
applied to salary curves and job valuation. As well as other statistical
procedures.
 Relationship of Human Resources
Administration with other Disciplines

• Economy:

Human resource management has been enriched with terms such as.
Human capital, scarcity, supply and demand, labor market, etc., as well
as studies on the demand for labor, the impact of wages on production
processes, costs and inflation.