UNIVERSITY OF ANTIQUE

Tario-Lim Memorial Campus

Tibiao, Antique

Handouts in EDM 204

Human Resource Management in Education
Topic: History of Personnel Management (The Early Days)
Reporters: Ramil S. Galido
Mylen Grace E. Magturo

The ancient origins of personnel and HR management demonstrate the timeless need for
organized labor and the maintenance of records related to workforce allocation. Over the
centuries, these ancient practices evolved into the comprehensive field of HR management we
know today, encompassing various aspects of employee management, welfare, and strategic
planning within modern organizations. The historical perspective sheds light on the enduring
importance of HR functions in maintaining organized and productive workforces.

1. ANCIENT MESOPOTAMIA:
Ancient Mesopotamia, often regarded as one of the cradles of civilization, was home to
some of the earliest forms of personnel management. This region, located in the fertile lands
between the Tigris and Euphrates rivers (modern-day Iraq and parts of neighboring
countries), was characterized by the development of complex societies, city-states, and
organized labor.

Role of Scribes: In ancient Mesopotamia, scribes played a pivotal role in personnel

management. They were responsible for maintaining written records, which included details
about the labor force. These records documented the names of workers, their assigned tasks,
and their compensation.
Wage Records: Scribes kept wage records, ensuring that workers received their due
compensation for their labor. This documentation was crucial for accountability and
transparency in labor relations.
Labor Allocation: Scribes were also responsible for allocating labor to various projects.
They played a role in deciding who would work on specific tasks, coordinating the
workforce, and ensuring that the right number of workers were assigned to different projects.
Task Assignment: The allocation of tasks was essential, whether for agricultural work,
construction projects, or other forms of labor. Scribes were involved in organizing and
documenting these assignments.
Administrative Functions: As part of their broader administrative roles, scribes contributed
to the organization and management of the labor force, ensuring that the workforce was
effectively utilized to meet the needs of the state, the ruling class, and the larger community.

2. ANCIENT EGYPT:
Ancient Egypt, known for its monumental architecture, vast construction projects, and
agricultural endeavors, also had a well-structured system for personnel management. In this
ancient civilization, the organization of labor was of paramount importance to ensure the smooth
functioning of the state and the completion of monumental projects.

Overseers and Taskmasters: The organization of labor in Ancient Egypt was overseen by
individuals known as "overseers" and "taskmasters." These officials were responsible for
supervising the labor force and ensuring that tasks were carried out efficiently.

Allocation of Labor: Overseers and taskmasters were tasked with assigning laborers to specific
tasks. They had to make decisions about who would work on particular projects,

distribute the workforce and ensure that the right number of workers were allocated to each job.
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Tario-Lim Memorial Campus
Tibiao, Antique
Monitoring Progress: The
overseers and taskmasters were responsible for monitoring the progress of work. They ensured
that laborers were meeting their targets and that projects were advancing according to schedule.
Compensation and Rations: In addition to organizing labor, these personnel managers were
responsible for ensuring that workers received their due compensation and rations. This involved
keeping records of the laborers and their entitlements.
Worker Welfare: Ensuring the well-being of workers was also a concern. Ancient Egyptian
labor management involved providing housing, food, and medical care to the labor force,
indicating an early recognition of the importance of employee welfare.
Record-Keeping: The meticulous record-keeping of workers, tasks, and compensation was a
key aspect of personnel management in Ancient Egypt. This documentation was essential for
accountability and ensuring that workers were treated fairly.
Large Workforce: Given the ambitious building projects like the pyramids and temples,
Ancient Egypt had a substantial workforce. Efficient personnel management was crucial to
coordinate and utilize this labor force effectively.

3. ANCIENT GREECE:
Ancient Greece, known for its contributions to philosophy, democracy, and the arts, also
exhibited early forms of personnel management, particularly in the context of labor allocation for
public works and civic duties.

City-State Labor Allocation: In ancient Greece, city-states like Athens relied on a well-
organized labor force to carry out various civic projects and tasks. Personnel managers, often
public officials or supervisors played a key role in allocating labor for these projects.
Public Work Projects: The city-states undertook various public works, including the
construction of temples, roads, walls, and other infrastructure. Personnel managers were
responsible for coordinating and allocating the labor force to these projects, ensuring their
successful completion.
Supervision and Oversight: The personnel managers, often referred to as "agoranomoi" in
Athens, were responsible for overseeing and supervising the laborers. They ensured that tasks
were carried out efficiently and that the labor force was being utilized effectively.
Skilled vs. Unskilled Labor: Personnel managers had to make decisions regarding the
allocation of skilled and unskilled labor. Skilled workers were assigned tasks based on their
expertise, while unskilled labor was directed to various civic duties.
Labor Records: To maintain accountability and transparency in labor allocation, personnel
managers would have kept records of the workforce, detailing the tasks assigned to individual
laborers and their compensation.
Organization of Civic Duty: Beyond construction projects, personnel managers also played a
role in organizing civic duties, such as jury service, military conscription, and other obligations
required of citizens in the city-states.
Conflict Resolution: In cases of disputes or issues within the labor force, personnel managers
would have been responsible for resolving conflicts and ensuring the smooth functioning of the
workforce.
Public Policy Implementation: Personnel managers in ancient Greece were instrumental in
implementing public policies related to labor allocation and civic responsibilities, reflecting an
early form of HR management in the public sector.

4. ROMAN EMPIRE:
The Roman Empire, known for its vast territories and complex administrative systems,
had well-developed personnel management practices. In this ancient civilization,

personnel management was critical for maintaining order, overseeing a vast workforce, and
sustaining the empire's extensive infrastructure.
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Tario-Lim Memorial Campus
Tibiao, Antique
Administrative Roles: The Roman
Empire had a hierarchical and bureaucratic administrative structure. Within this system, various
officials and administrators were responsible for overseeing the allocation and management of
labor.
Slave Management: Slavery was an integral part of the Roman economy, and the management
of a large number of slaves required sophisticated organizational skills. Slaves were assigned
various tasks, from agriculture to construction, and slave overseers played a crucial role in their
management.
Military Personnel: The Roman military was one of the most extensive and well-organized in
the ancient world. Centurions, military officers, and other personnel managers were responsible
for recruiting, training, and supervising soldiers.
Labor Allocation: The allocation of labor was essential for the construction of roads, aqueducts,
public buildings, and other infrastructure. Laborers were assigned tasks based on their skills and
qualifications.
Record-Keeping: Roman administrators-maintained records of labor allocation and
compensation, ensuring that workers received their due wages or rations. Accountability was
essential to prevent corruption and exploitation.
Supply Chain Management: The Roman Empire required a complex logistical system to
sustain its army and maintain its infrastructure. Logistics personnel were responsible for the
procurement and distribution of resources, including food, materials, and equipment.
Meritocracy: The Romans recognized the importance of merit and promoted individuals based
on their abilities and achievements. This practice was a precursor to modern HR principles that
emphasize merit-based promotions.
Conflict Resolution: Personnel managers in the Roman Empire had to mediate disputes and
conflicts among laborers, soldiers, and administrators to maintain order and efficiency.
Public Service: The organization of labor and personnel management in the Roman Empire also
extended to public service. Citizens were expected to contribute to the functioning of the state
through various civic duties and roles.
Bureaucratic Structure: The Roman Empire's extensive bureaucracy had designated positions
for overseeing various aspects of administration, including labor management, resource
allocation, and military personnel.

5. MEDIEVAL AND RENAISSANCE EUROPE:

Medieval and Renaissance Europe witnessed distinct developments in personnel
management as the feudal system gave way to a more structured society with evolving labor
practices. While the term "personnel management" did not exist during this period, the allocation
and organization of labor were essential for the functioning of feudalism and the emergence of
early capitalism.

Feudal System: In medieval Europe, the feudal system dominated social and economic
structures. Lords and feudal overseers were responsible for managing the labor force within their
territories.
Allocation of Serfs: Serfs, who were bound to the land, worked on the lord's estate and
performed various agricultural tasks. Personnel management in this context involved assigning
serfs to different roles based on the seasonal needs of the estate.
Manor System: The manor system, characteristic of medieval Europe, required meticulous
management of labor to ensure that the agricultural and economic needs of the lord and the local
community were met.

Craft Guilds: With the emergence of craft guilds in the late Middle Ages, guild masters and
officials played roles akin to personnel managers, overseeing apprentices, journeymen, and
master craftsmen, and ensuring the training and skills development of workers.
 UNIVERSITY OF ANTIQUE
Tario-Lim Memorial Campus
Tibiao, Antique
Civic Responsibilities: In
Renaissance city-states like Florence and Venice, city officials were responsible for organizing
and managing the labor required for public works and projects. This included coordinating tasks
such as the construction of buildings, canals, and fortifications.
Emergence of Markets: The transition from feudalism to capitalism saw the emergence of more
diverse labor markets. This required a shift in how labor was organized, with a growing
emphasis on hiring, training, and workforce management.
Labor Contracts: Labor contracts, while less formal than modern employment agreements,
played a role in specifying the terms of service for workers in various trades. This signaled an
early form of labor management and employment relations.
Apprenticeships: The apprenticeship system was a precursor to modern training and
development practices. It involved mentoring, training, and skill acquisition under the guidance
of a skilled artisan or master.
Labor Relations: Labor relations began to evolve as workers in emerging industries and guilds
sought better working conditions and wages. Personnel managers in this context had to address
labor disputes and negotiations.

6. INDUSTRIAL REVOLUTION AND MODERNIZATION:

The Industrial Revolution and modernization brought about profound changes in labor
practices and the emergence of more formalized personnel management practices, eventually
evolving into the modern field of human resources management.

Factory System and Mass Production: The Industrial Revolution marked a significant shift
from agrarian economies to industrial ones. Factories and mass production required the
organization of large and diverse workforces. Personnel management became a critical function
in coordinating labor.
Factory Overseers and Supervisors: Factories employed overseers and supervisors to manage
the workforce. These individuals were responsible for assigning tasks, ensuring productivity,
and maintaining order in the workplace.
Time-and-Motion Studies: Frederick Taylor, often regarded as the father of scientific
management, introduced time-and-motion studies, which aimed to optimize labor efficiency.
This scientific approach marked a pivotal moment in personnel management, focusing on
productivity and systematic workflow.
Division of Labor: The division of labor became a fundamental concept during this period,
emphasizing the specialization of tasks to improve efficiency. Personnel managers played a role
in designing and implementing these task divisions.
Personnel Departments: As industries grew, the need for more structured HR functions
became apparent. Personnel departments were established to handle recruitment, employee
records, payroll, and labor relations. These early HR departments laid the foundation for
modern HR practices.
Labor Unions: The rise of labor unions in response to poor working conditions and labor
exploitation further shaped personnel management. HR professionals had to address labor
disputes, collective bargaining, and negotiations.
Employee Welfare: Companies have begun to recognize the importance of employee welfare.
Personnel managers played a role in implementing policies related to worker safety, health, and
well-being.
Human Relations Movement: The Human Relations Movement, which emerged in the early
20th century, highlighted the significance of employee morale and motivation. Personnel
management increasingly focused on employee satisfaction, engagement, and social interactions
in the workplace.

Recruitment and Training: Personnel managers became responsible for recruitment and
training programs, ensuring that workers had the necessary skills for their roles and that new
hires were integrated effectively into the workforce.
 UNIVERSITY OF ANTIQUE
Tario-Lim Memorial Campus
Tibiao, Antique
Legal and Regulatory
Compliance: As labor laws and regulations were enacted to protect workers' rights, personnel
managers had to navigate an increasingly complex legal landscape and ensure compliance with
labor standards.
Strategic HR Planning: With the evolution of modern organizations, personnel management
expanded into strategic human resources planning. HR professionals began to align HR
strategies with the broader goals of the organization.
Technology Integration: The modernization of HR involved the integration of technology for
functions such as payroll processing, employee records management, and recruitment. This
technology-driven approach continues to evolve in contemporary HR practices.

7. EARLY 20TH CENTURY:

The early 20th century marked a crucial period in the development of personnel
management as an organized discipline. During this time, several significant concepts and
practices emerged that laid the groundwork for modern HR management.

Scientific Management: Frederick Winslow Taylor's theory of scientific management,

introduced in the late 19th and early 20th centuries, heavily influenced personnel management.
Taylor's principles focused on optimizing labor efficiency and productivity through time-and-
motion studies and systematic work processes. This scientific approach aimed to increase worker
productivity and played a pivotal role in shaping early HR practices.
Administrative Principles: Henri Fayol, a French industrialist, introduced his administrative
principles in the early 20th century. These principles emphasized the organization of work and
the structure of management. Fayol's ideas contributed to the formalization of administrative
functions, a precursor to modern HR management.
Personnel Departments: Early 20th-century organizations began establishing personnel
departments. These departments were responsible for handling various HR functions, including
employee records, payroll, and labor relations. The personnel department marked the emergence
of a dedicated function focused on managing the workforce.
Recruitment and Selection: Personnel managers of the early 20th century played a central role
in recruitment and selection processes. They were responsible for identifying suitable candidates
for positions and ensuring that job requirements were met.
Training and Development: As the need for specialized skills and training became apparent,
personnel management took on a greater role in designing and implementing training programs
to enhance employee skills and competencies.
Labor Relations: The early 20th century saw the rise of labor unions and increased labor
activism. Personnel managers had to navigate labor disputes, negotiate with unions, and address
worker grievances, shaping the employee relations aspect of HR.
Employee Welfare: The concept of employee welfare gained importance during this period.
Organizations began to recognize the significance of worker well-being and implemented
policies related to health, safety, and general employee satisfaction.
Performance Appraisals: Personnel managers introduced performance appraisal systems to
evaluate employee performance. This practice aimed to provide feedback, determine promotions,
and identify areas for improvement.
Record-Keeping and Documentation: Early HR management emphasized maintaining
thorough records of employee information, work histories, and payroll data, contributing to more
organized and efficient HR practices.
Meritocracy: The early 20th century saw an increasing emphasis on merit-based promotions.
Organizations began to reward and promote employees based on their skills, performance, and
contributions; a principle still central to modern HR.

Legal and Ethical Considerations: As labor laws and regulations became more complex,
personnel managers had to navigate an evolving legal landscape, ensuring that organizations
complied with labor standards and regulations.