Human Resource Management

People Development – A Historical Timeline

Talent Development

The 1900s was a boom period for training and development. Although it’s rather difficult to say when it started, there have been instances in the past which demonstrated the need for it and made it an indispensable function.

You might be curious to know about the events that were relevant in shaping the modern-day human resource management and/or why the ideologies brought out by these events would not have worked today.

Here are our insights on the four phases of people development:

The Principles of Scientific Management

  1. Laid the foundation stone for industrial engineering and production management.
  2. Originated the idea of person-job fit to maximize efficiency.
  3. Didn’t advocate human relations.

World Wars and the Establishment of Training Departments in Companies

  1. Led to the evolution of on-the-job training for employees.
  2. Fostered an environment of collaboration and highly effective internal communication skills.
  3. Effected a shift away from an operational focus to one that puts the customer in the front.

Herzberg’s Two Factor Theory

  1. A correlation between employee motivation and employee productivity was established.
  2. Job enrichment was considered a vital requirement for intrinsic satisfaction.
  3. It overlooked the blue-collar workforce.

Digital Transformation

  1. Employees’ expectations for learning opportunities change and technology comes into play.
  2. Artificial Intelligence (AI) element gets added to the Learning & Development (L&D) mix, thereby paving the way for personalised training programs.
  3. Employee experience is redesigned to support the changing needs of the organization.

The Road Ahead

  1. Personalised coaching is expected to become the most preferred learning medium with technology making it less expensive, 24/7 accessible and tailored to the needs of the employees.
  2. AI and advanced analytics set to transform employee data into intelligent insights.
  3. Automation of standard HR processes and low-value tasks, thereby giving the organization more time to focus on high-value tasks.

Read our article on How AI is transforming Human Resources.

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