MGT3045 WK 1 Discussion

The Evolution of HRM

Several external factors led to the �eld we now refer to as Human Resource Management. First, the United States manufacturing

industry shifted to a service industry.  In the 1960’s and ‘70’s, rather than being satis�ed with clerical and record-keeping responsibilities

of a Personnel department, organizations became concerned with the legal implications of policies and procedures affecting employees.

Thus, HRM was born.

In the 1990s, globalization and competition led to HR’s concern with costs, planning, and strategies for organizations and employees.

  More recently, human resource operations in some companies have been involved with mergers and acquisitions, outsourcing, and

managing traditional activities such as payroll and executive search. Rising concerns over corporate scandals and unethical behavior are

also encouraging HR professionals to get involved in programs that increase ethical, compliance, and social responsibility.

(Mathis, 2017, p. 5)

As employees became more highly educated and demanding regarding their rights in the workplace, HR found it had an important role. Diversity in the workplace increased with more women, minorities and dual family workers. 

Technological Advancements

Rapid technological advancements in the workplace have provided companies with many bene�ts:

Reduces the need for employees to travel to distant locations for work.

Enables faster communication among employees.

Enables people in different locations to communicate.

Facilitates recruitment through the Internet and enables you to work with HRM-speci�c software.

Provides resources and information without having to hire it. For example, you can �nd legal advice or even a copy of a particular law online, instead of hiring an attorney for these services.

There are also drawbacks that come with using technology:

Technological advancement is expensive in terms of upgrading equipment and software.

New technology creates additional training needs and may create con�dentiality issues. (Mathis, 2017, p. 26) 

Increased social media, online interactions, and the use of software to manage traditional HR functions are transforming the workplace. 

Social media is changing the way organizations communicate.  Read the following article to �nd out more about social media, including

advantages as well as risks and ethical implications.

Additional Materials

Social Media (media/week1/SUO_MGT3045_W1%20L1.pdf?_&d2lSessionVal=YfxRWAKw387e5kGxjGY0vhDG7&ou=92916)