A Brief Overview of Old Human Resource Practices and What a Company Needs To Employ Now

A Brief Overview of Old Human Resource Practices and What a Company Needs To Employ Now
Name
Institution
Date
A Brief Overview of Old Human Resource Practices and What a Company Needs To Employ Now
Abstract
The study evaluates the transformation of Human Resource practices from the 19th century towards the 21st century. The analytical sample consists of all the real functional companies with various employee departments and running under the control of a Human Resource manager. The results in the evaluation clearly indicate that the present practices are more reliable and work better in terms of growth and company development. The data indicates that the Human Resource practices if well-established form a good basis for career development. The Human Resource practices in this research indicate how strongly they participate in predicting growth and development.
Introduction
Human Resource practices are made up by a combination of strategies. They are a representation of the very important aspects of guidance that go hand in hand with the actual organizational plan. Human Resource practices are what forms the basis of how the transactions in and out of the company are run in consideration to the respective workforce. These practices are mostly for the purpose of the well being of the employees within the organization. Some common Human Resource practices are formulating methods in which employee reward programs are measured and analyzed, they also include the creation of reliable frameworks that ensure that laws are adhered to (Lu et al., 2015). HR practices are a constant determinant of the kind of leadership that is found within a given organization.
Old Human Resource Practices
In the past, organizations were dependent on philosophical insights on power. An ideal leader according to Machiavelli was to have a certain degree of virtue and be regarded with both fear and love. The qualities that defined good leadership were the ability to understand the obscure and difficult parts of management. Having pliancy and an ability to learn all the organizational rules along with having a good argument for each one of them was the second philosophical quality put out by the various people who had management prowess in the past years. Leadership was a highly regarded topic and was seriously considered when it came to workplace ethics.
Before Human Resource managers were introduced, organizations only considered the hiring of female welfare officers that were concerned with the well-being of women in various organizations (Kehoe & Wright, 2013). The welfare officers were used to manage the rules and laws that governed women within the organizations. Most of the rules were focused on maintaining good work conditions for the women. The Human Resource main function in the old days was, mainly thought of as the sole hiring and firing function of the personnel in the organizations. The Human Resource managers were not accounted for on any other functions required by the organization. Their titles were specifically pointed towards managing and micromanagement of the specific personnel in the organization. The Human Resource activities were therefore not based on a diverse range of concerns for the various person...