Even today no one has mastered the art of HRM but modern management scientific management principles are creation of F.Y Taylor:
Frederick Winslow Taylor (20 March1856–21 March1915), widely known as F. W. Taylor, was an American mechanical engineer who sought to improve industrial efficiency. Taylor is regarded as the father of scientific management, and was one of the first management consultant . He was one of the intellectual leaders of the Efficiency movement and his ideas, broadly conceived, were highly influential in the Progressive Era.
In Peter Drucker's description,
Frederick W. Taylor was the first man in recorded history who deemed work deserving of systematic observation and study. On Taylor's 'scientific management' rests, above all, the tremendous surge of affluence in the last seventy-five years which has lifted the working masses in the developed countries well above any level recorded before, even for the well-to-do. Taylor, though the Isaac Newton (or perhaps the Archimedes) of the science of work, laid only first foundations, however. Not much has been added to them since - even though he has been dead all of sixty years.
I believe we have to build case for justification to credit all who worked for progression of HRM as specislied management function over the years.
Its difficult to singleout one legend because it will be injustice to many other legends who influence HRM. You may find many opinions and the issue is debatable.
thanks for all the replies.
Actually this question was asked to my student in his interview. And The answer that was given by interviewer was Petterson.
But again i disagree with this answer that's why i put this question here.
Because i also agree with Sawant that HR evolved gradually . There are various contributors who have given different management and HR concept.
And again i really agree with Sawant that we should build a case which justify the contribution of all great contributors and should give them credit.
So Can we start here?
Can we put our knowledge here about the contributors of HR and which concept or principle he has given?
Let me start:
Contribution: Purposed legislative reforms to improve working conditions of labor.
I request all of you to contribute your knowledge because being HR professional surely we should build the case about it.
Indeed it is interesting thread of discussions as who is the Father of Human Resources?
Human Resource Management has a history dating back to the times when artisans and craftsmen would enlist the aid of one another to discuss ways to manage their laborers.
However in the modern Human Resources context as the question was put up to your student by the interviewer. The interviewer is correct !
HR has its roots in the National Cash Register Company. John Patterson, the president of the company, formed a personnel department to manage the grief’s of workers after a bitter union strike in 1901.
John H. Patterson created an intricate system of management to monitor and train company salesman. He gave them scripts to memorize and assigned them territory to cover. He held conventions and thematic sales contests, and pressured salesmen to rid their regions of competition. Patterson sought to create a method of sales management that encompassed all aspects of selling, from the calculation of quotas and commission rates to the motivation of discouraged salesmen.
More information please refer the link
John H. Patterson and the Sales Strategy of the National Cash Register Company, 1884 to 1922 — HBS Working Knowledge
As rightly said there are many contributors whose thoughts have greatly helped in understanding and promoting Human Relations viz :
Douglas McGregor : wrote a book “Human side of Enterprise” –about the assumptions a Manager believes in about the nature of his people.
Abraham Maslow : Law of 5 human needs
Chris Argyris : Through his book – “Personality and Organization” laid emphasis on the work environment to promote Human Relations.
Renesis Likert : Through his book – “New patterns of Management” on the importance of the group participation and team work.
Besides, this there were other research studies which have enriched HR:
Hawthorne Studies by Elton Mayo which highlighted the importance of human relations and influence of informal groups on the output.
Harwood Manufacturing Companies Studies by Lester Coch and John French on the importance of participative change than directive change.
That's a good idea. I also think it would be interesting to start with the basics, and here's a example:
Name: Henri Fayol
Contribution: 14 Principles of Management
Summary: He introduced principles that we now use everyday in each aspect of a job or task. These principles include Division of Work (specialisation which allows more experience), Authority (the right to issue orders), Discipline (obeying instructions), etc.
There are many current HR professionals who have immensely contributed to current HR practices, trends & ideas etc however, according to me only one stands out exceptionally as he has written extensively on HR issues in a very relevant manner.
Dr. John Sullivan
profile of Dr. John Sullivan
Professor, Author and Advisor to Management
SF State U & DJS & Associates
fewer than 25 employees
internal (corporate) recruiting/HR
years experience in recruiting/HR:
about Dr. John
My specialty is recruiting strategy and designing world class recruiting systems and tools for Fortune 200 firms. I have worked with over 175 different businesses and organizations around the world in my career as a speaker/ advisor. I have written a weekly column for ERE for over 5 years and a monthly column for the IHRIM Journal for 3 years. Over-all, I have written 8 books and white papers and over 500 articles. I was the Chief Talent Officer for Agilent (the 40,000+ employee HP spin off). I have appeared on The CBS and ABC national nightly news, CNN and in various publications including Fortune, the Economist, CIO, BusinessWeek, the WSJ, the Washington Post, Money, Time and every major HR magazine. Fast company called me the Michael Jordan of hiring. Areas of expertise I consider myself the global leader in employment branding. Others have acknowledged my leading edge expertise in various areas including: ? Metrics and the dollar value of HR results ? Retention ? Workforce planning ? Referral programs ? College recruiting ? Recruiting strategies ? Recruiting structures ? On-boarding ? Strategic HR ? Increasing workforce productivity I design strategies and give presentations to HR and recruiting teams throughout the world. My web site has over 600 articles (Official Site: Dr. John Sullivan (Author, Speaker, Corporate Advisor, Educator) - Home)
about Dr. John's job
I am currently a Professor of Management in San Francisco University?s College of Business. I am also the CEO of Dr John Sullivan and associates, an HR consulting firm that specializes in designing world class HR and recruiting strategies and tools
Dr. John's professional interests:
metrics, college recruiting, employer branding, corporate careers website, employee referral programs, industry trends, succession planning, retention, orientation, training & development, the recruiting function ,
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