Father Of Hr [Thread 196659]

Why Mr. Stephen robinson is father of HR.

Dear Naresh,
Who said that Stephen Robinson is the father of HR?
Is there a proven material linking to "Father of HR information?" NO
This was already discussed on citehr. https://www.citehr.com/119453-father...resourses.html

Don't you think the term "Father of HRM" should refer to the old chaps who have fought hard to redefine HRM as a new concept emanating from the Traditional Personnel Management. Here we are talking of people like D. Guest, M. Armstrong e.t.c. Which means there is no one father but fathers............

After reading the above response you should have had teh answer by now.
please stop thinking that anything and everything that is asked during an interview makes sense.
Have the boldness to reply with teh right answer - "there is no such father of HR"!!!

Hello friends,
Yes - sometimes we do not have clear answer to questions - that is there are no EXACT answers. However such questions fuel our curiosity - I did a quick search on the net and found that Robert Owen (14 May 1771–17 November 1858) is considered as " Father of Human Resource Management " More details at link below:
WikiAnswers - Father of Human resource management
It is very informative and certainly proves that Robert Owen was a pioneer [ among the first to do significant work] in the field of Human Resource Management - and no doubt can be considered as father of HRM.
nishikant

Dear Nishikant,
I really appreciate your efforts. Further more on Robert Owen :
Robert Owen: pioneer of personnel management. - Free Online Library
But please note that there is a difference between Human Resource Management & Personnel Management. Is There a Difference Between Human Resources and Personnel Management?
It would be better for the candidate to mention during interview that the Pioneer of Personnel Management is Robert Owen - whereas HRM has a wider deifnition and there are no records approving the existance of "Father of HR"

Dear Sonali,

Some times interviewers try to ask some wrong question so that they may test the knowledge of the candidate. In such cases the candidate needs to maintain his/her cool and presence of mind. In that case, the candidate, instead of answering the question wrongly, should put some reverse and contradictory question to the interviewer, whether correct or incorrect, like--

Sir, by Stephen Robinson, do you mean Stephen Robinson a member of the American Institute of Aeronautics and Astronautics, or Stephen Robinson, a member of The Church of Jesus Christ of Latter-day Saints, a Mormon scholar and apologist?

OR, else, he/she can say ......

Sir, until and unless Nobel Prize Committee awards any Nobel Prize to some HR professional, nobody can be declared as the father of HR.

Since the interviewer would has asked a wrong question, he himself would get perplexed and would switch to another question treating the candidate as successfully answered the question.

P S Dhingra
Vigilance & Management Consultant
Dhingra Consultancy Group
New Delhi