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It started as a personnel management department at the beginning of the Industrial Revolution, when it was the beginning of industry and manufacturing operations.Organizations began to spread a culture of participation by linking HR practices with organizational goals and objectives to achieve their initial vision, and promoting knowledge and innovation through training and development.Their activities were then employees' records, employment policies, wages and training, and entertainment limited to housing and medical care and the incentive was to increase productivity through increased wages and training.HR, changing activities, management to become its most important activities are recruitment, development, performance and behavior assessment, wage increase by the end of the twentieth century, there was an increase in employee productivity and loyalty to the organization.This was a strategic player in improving HR to achieve employee goals and hence the team that achieved the organization's goals and vision.At the time, large corporations and government sectors began to establish departments to care for labor, employees, wages and entertainment.The notion that non-cash income has a significant impact on staff has changed and can change the negative and dynamic of the organization.Development in HR is continuing.However, the focus has become on leadership.
It started as a personnel management department at the beginning of the Industrial Revolution, when it was the beginning of industry and manufacturing operations. It was between the end of the 19th century and the beginning of the 20th century, when it was called Personnel Management at the time.
Their activities were then employees' records, employment policies, wages and training, and entertainment limited to housing and medical care and the incentive was to increase productivity through increased wages and training. At the time, large corporations and government sectors began to establish departments to care for labor, employees, wages and entertainment.
The notion that non-cash income has a significant impact on staff has changed and can change the negative and dynamic of the organization. HR, changing activities, management to become its most important activities are recruitment, development, performance and behavior assessment, wage increase by the end of the twentieth century, there was an increase in employee productivity and loyalty to the organization. However, the focus has become on leadership.
By the end of the twentieth century, HR management has taken a strong push, because of the growth and development of technology and knowledge-based industry, the international market has increased competition. This was a strategic player in improving HR to achieve employee goals and hence the team that achieved the organization's goals and vision. Organizations began to spread a culture of participation by linking HR practices with organizational goals and objectives to achieve their initial vision, and promoting knowledge and innovation through training and development.
Development in HR is continuing.
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