Four Contributions On Human Resource

Pagente, Jessamie Jean T. BSIT - IV ITE FELECT 2 TTh(2:30-4:00pm) What are their contributions in developing Human Resource?

Frederick Taylor As every organization has people, that means every organization require human resources professionals. Human resource department assist in handling and developing the personals in a business. HR department is also known as talent or personnel management. Human resource department is responsible for searching and recruiting human resources, assisting them to learn and develop in the organization and also handling the course of action when employees leave. Human resources department look after the employees from the time they're keen to join the organization till they leave. These days, human resources is rapidly growing profession. However, this was not the case before. Till 1900, human resources department did not exist. Functions of human resources were managed by the employees themselves or bosses. With time, no of workers were increased and human resources department became a necessity. Around 1900, there was lot of development and transformation in the workplace including automated machines which lead to creation of human resources. Because of the adding up of machineries, factories run more smoothly and efficiently. But to run these machineries, company requires skills workers who knew how to use them. A well known researcher and businessman, Frederick Taylor initiated the idea of scientific management. Taylor's theory brought up new rules and regulation in terms of workplace. According to Taylor's theory, there is only one best way to do a job. He expended lot of time for gathering data on various scientific tasks and workers who accomplished those tasks. Workers with good performance stayed in employment and were salaried well. However those who didn't were fired. Taylor's theory was the first one to be used for increasing productivity of workers. However, robotic approach of him didn't prove to be an efficient management tool. Even though, his work gave us an idea about the importance of management of employees to increase productivity. Taylor's work largely concentrates on company's success rather than that of the employee. This drives many businesses to start personalizing the workplace and looked forward to introduction of HR department. One of the

earliest HR professional was called as welfare secretary whose was responsible for keeping interests of workers intact. Some of the function of welfare manager were creating libraries as well as recreation region in the workplace and also providing primary medical and health programs. Many businesses then started to hire several welfare secretaries with different responsibilities. One was responsible for recruiting employees while other looked employee benefits while someone else to take care of training of workers. These specialties are developed in the human resources department today. Human resource management is the group of conventional human resource functions which include managing or supporting employees of the company. In each company, there is one person who is responsible for performing activities related to human resources management. Following are major areas of human resource management: • Recruiting and staffing • Compensation and benefits • Labor and employee relations • Health and safety It is the responsibility of human resource management professional to maintain the human resource motor droning as well as wheels turning. Consider the scenario in which you didn't receive paycheck or company stopped hiring altogether. Thus human resource management department runs the organization efficiently, and human resource management professionals avoid any stoppage in services that workers anticipate. Human resource management professionals are responsible to the company as a whole. These processes can take good amount of money, and it is responsibility of human resource management professional to take decision in order to save the money and at the same time make sure employees are supported and well served. In every aspect of human resource management, professionals evaluate processes on conscious basis and apply innovative programs and systems. Recruiting and staffing: Recruiting management systems also known as applicant tracking systems are the most recent development in electronically managing the arrival of resumes in demanding recruiting times. These methods save money by reforming the recruiting process and need fewer staff members to administer employee records. Labor and employee relations: labor and employee relation department is responsible for legal training on various topics including sexual harassment and workplace law which is common to proactively decrease complaints regarding workplace behavior. Health and safety: Injuries at plants and dangerous sites are ordinary, however human resource professionals are also reporting increasing case of office injuries. Professional

managing health and safety bring in ergonomically accurate office furniture. Though fancy chairs and frown reducing computer screens might be costly but such investments may prevent injuries and cost associated with it. Compensation and benefits: Along with hiring talent, it is also important look aspect of payment. Compensation and benefits professionals are responsible for providing appropriate salary for new employees. Compensation professionals concentrate on the money. Responsibilities include processing regular payroll and payroll changes which include raises and tax changes. Compensation professional also assist finance department in order to keep salaries in each department's budget.

Frank Bunker Gilbreth was born on July 7, 1868 in Fairfield, Maine. He was a bricklayer, a building contractor, and a management engineer. He was a member of the ASME, the Taylor Society (precursor to the SAM), and a lecturer at Purdue University. Frank died on June 14, 1924.

Lillian Evelyn Moller was born on May 24, 1878 in Oakland, California. She graduated from the University of California with a B.A. and M.A. and went on to earn a Ph.D. from Brown University. She earned membership in the ASME, and like her husband lectured at Purdue University. Lillian died on January 2, 1972 One of the great husband-and-wife teams of science and engineering, Frank and Lillian Gilbreth early in the 1900s collaborated on the development of motion study as an engineering and management technique. Frank Gilbreth was much concerned until his death in 1924, with the relationship between human beings and human effort.

Frank Gilbreth's well-known work in improving brick-laying in the construction trade is a good example of his approach. From his start in the building industry, he observed that workers developed their own peculiar ways of working and that no two used the same method. In studying bricklayers, he noted that individuals did not always use the same motions in the course of their work. These observations led him to seek one best way to perform tasks. He developed many improvements in brick-laying. A scaffold he invented permitted quick adjustment of the working platform so that the worker would be at the most convenient level at all times. He equipped the scaffold with a shelf for the bricks and mortar, saving the effort formerly required by the workman to bend down and pick up each brick. He had the bricks stacked on wooden frames, by low-priced laborers, with the best side and end of each brick always in the same position, so that the bricklayer no longer had to turn the brick around and over to look for the best side to face outward. The bricks and mortar were so placed on the scaffold that the brick-layer could pick up a brick with one hand and mortar with the other. As a result of these and other improvements, he reduced the number of motions made in laying a brick from 18 to 4 1/2. Frank and Lillian Gilbreth continued their motion study and analysis in other fields and pioneered in the use of motion pictures for studying work and workers. They orginated micromotion study, a breakdown of work into fundamental elements now called therbligs (derived from Gilbreth spelled backwards). These elements were studied by means of a motion-picture camera and a timing device which indicated the time intervals on the film as it was exposed. After Frank Gilbreth's death, Dr. Lillian Gilbreth continued the work and extended it into the home in an effort to find the "one best way" to perform household tasks. She has also worked in the area of assistance to the handicaped, as, for instance, her design of an ideal kitchen layout for the person afflicted with heart disease. She is widely recognized as one of the world's great industrial and management engineers and has traveled and worked in many countries of the world. Frank Gilbreth ws born on July 7, 1868--his centennial should mark a milestone in management and work simplification. By 1912, he left the construction business to devote himself entirely to "scientific management"--a term coined, in Gantt's apartment, by a group including Gilbreth. But to him it was more than merely the mouthing of slogans to be foisted on a worker at a job in a plant. It was a philosophy that pervaded home and school, hospital and community, in fact, life itself. It was something that could be achieved only by cooperation--cooperation between engineers, educators, physiologists, psychologists, psychiatrists, economists, sociologists, statisticians, managers. Most important--at the core of it all, there was the individual, his comfort, his happiness, his service, and his dignity.

Henry Gantt The records of the Stevens Institute of Technology suggest that Frederick Taylor first met Henry Gantt as students there near the end of the 19th Century. Gantt followed Taylor as he attempted to overhaul labor management practices at steel plants in the Philadelphia region. Like Taylor, Gantt was fascinated by the ways in which careful measurement of workers’ performance could impact their productivity. Although Taylor favored methods of increasing efficiency through consistency, Gantt believed that more effective scheduling could overcome the challenges of modern industry. To that effect, Gantt sought to visualize complex schedules and work relationships in a way that everyone in an organization—from a factory foreman to a day laborer—could understand. Having started his career as a draughtsman before turning to engineering, Gantt applied all of his experience to the design of a simple chart that tracked who was responsible for what task, and in what order. The Gantt Chart, as we know it, was born. Gantt's Positive Attitude Impacts Project Management's Development While Taylor earned the scorn of critics for his low opinion of the American worker’s intelligence, Gantt held a different philosophy that allowed his ideas to spread more readily. Instead of concerning himself with profit and efficiency, Gantt focused on the empowerment of the American worker through organized action. Like Taylor, Gantt believed that improved efficiency would lead to shorter workweeks and higher wages. However, Gantt also focused on the American ideal of worker satisfaction. Given a choice, Gantt believed, laborers would prefer to work hard as part of a team with clear goals, deadlines, and incentives. Many of his ideas about motivation and compensation still influence the HR policies at the world’s biggest corporations. Of course, Henry Gantt wasn’t the only business strategist developing the nascent role of a project manager in industry. Polish economist Karol Adamiecki is widely credited with developing a charting system very similar to Gantt’s at about the same time. Without the benefit of English language publication and Gantt’s exposure to American industry, it would take a few more decades before project management professionals would start to feel his influence. Nonetheless, Gantt laid the foundations of project management through his consulting practice and in a series of books written between 1903 and 1919. By the time his final book was published, Gantt had developed strong theories about task scheduling and professional development. He believed that minimizing interference between tasks could unlock the true potential of

teams, and that tracking efficiency over time could lead to stronger productivity. Although Gantt designed his charts with everyday tasks and quarterly evaluations in mind, a new generation of project management professionals would use his work to keep pace with the evolving nature of work in the 20th Century…