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The earliest form of HR can be traced back into the 1920's under the initial name of personnel administration. Their sole purpose was administrative – and that’s basically it. Personnel administration dealt with all the technical aspects, and by technical aspects we mean a lot, a lot of paperwork. So how did the executors become a pivotal partner within organizations?
The answer is certainly not one-dimensional. Partially, it was influenced by the increasing complexity of employees’ status, new legislation in employment law and so forth. At the same time, academic fields such as psychology and sociology started to create a model framework which could ensure maximum use of human resources inside the company. So, basically, the combination of having to adapt in a highly dynamic legal and socioeconomic environment, and at the same time gaining more knowledge and insight into employee behavior made the position of an HR manager from pure paperwork to being rated the 4th best job in America.
Human resources management is contradictory from its nature in the sense that it can be one of the most procedure-centered functions of an organization (as it was when it emerged), but it can also actively shape, regulate and monitor all aspects of their current and future employees. HR can now shape the next generation of employees by setting standards and proposed guidelines, which have to be cultivated as early as high school, with the reassurance that if one follows those guidelines they will land their dream job.
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