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Historical View of Human Resources

Historical View of Human Resources. A Quick Overview of Major Events that Were Turning Points in Human Resources (HR). Historical View of HR Roles. Historical Turning Points in HR. 1793 Samuel Slater 1886 American Federation of Labor (AFL) 1890 Sherman Antitrust Act

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Historical View of Human Resources

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  1. Historical View of Human Resources A Quick Overview of Major Events that Were Turning Points in Human Resources (HR)

  2. Historical View of HR Roles

  3. Historical Turning Points in HR • 1793 Samuel Slater • 1886 American Federation of Labor (AFL) • 1890 Sherman Antitrust Act • 1907 Immigration Act of 1907 • 1909 Frederick Winslow Taylor • 1911 Triangle Shirt Waist Company fire • 1913 Henry Ford • 1914-1918 World War I • 1926 Railway Labor Act • 1930s Early HR Research • Hawthorne Experiments • Maslow’s Need Hierarchy • McGragor’s Theory X & Y • Herzberg’s Motivators and Satisfiers

  4. HistoricalHR (cont) • 1932 Norris-LaGuardia Act • 1935 Social Security Act • 1935 National Labor Relations Act • 1938 Fair Labor Standards Act • 1941-1945 World War II • 1946 Numerous labor strikes • 1947 Taft-Hartley Act • 1954 Brown vs. Board of Education • 1964 Civil Right Act of 1964 • 1965 Equal Employment Opportunity Commission (EEOC) • 1970 Occupational Safety and Health Act (OSHA) • 1977 Human Resources Planning Society (now SHRM) • 1979 Office of Personnel Management

  5. Historical HR (con’t) • 1980s Stock option developed • 1981 Professional Air Traffic Controllers (PATCO) strike • 1985 Sperry Rand & Burroughs merge to form Unisys • First of mergers and acquisitions • Corporate downsizings • 1987 PeopleSoft Inc – first HR management software • 1980s (late) Global competition • 1991 Clarence Thomas-Anita Hill hearings (sexual harassment) • 1994 Monster Board – online recruiting • 1999 BP Amoco and Exult – $600M HR outsourcing arrangement • 2001 World Trade Center attack • 2001 Fraud at Enron • 2006 IBM permanently stop defined benefit pensions

  6. Current HR Roles Strategic Global, long-term perspective Focuses on building the right culture and organization Operational Day-to-day perspective Focuses on running the organization Administrative Focuses on compliance issues and record keeping

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