The Historical Development of Personnel Administration and Industrial_Ms. Sherlyn C. Taboso.pptx

The Historical Development of Personnel Administration and Industrial Relations
The fields of personnel administration and industrial relations have undergone profound transformations over the centuries, evolving in response to the changing dynamics of work, economic development, and societal shifts. From the early days of industrialization to the present, these disciplines have grown from rudimentary systems of labor management to sophisticated, multi-faceted practices that are integral to the functioning of modern organizations and economies.

1. Early Labor Practices and the Origins of Personnel Administration
The roots of personnel administration can be traced back to the early forms of labor management in ancient civilizations, where the organization of work was primarily dictated by the needs of agriculture, construction, and warfare. In ancient Egypt, for example, the construction of monumental structures such as the pyramids required the coordinated effort of large labor forces, managed through hierarchical systems that assigned tasks, supervised work, and provided for the workers' sustenance.

Similarly, in ancient Rome, the administration of labor was crucial to the maintenance of the empire's vast infrastructure, including roads, aqueducts, and military installations. Slavery was a central component of the Roman economy, and the management of slaves, though inhumane by modern standards, involved certain elements of what would later be recognized as personnel administration, such as the allocation of duties and the provision of basic necessities.

However, it was not until the advent of the Industrial Revolution in the late 18th and early 19th centuries that personnel administration began to take on a more formalized and structured role. The Industrial Revolution brought about a dramatic shift in the nature of work, with the rise of factories, mass production, and the concentration of labor in urban centers. This period saw the emergence of a new class of industrial workers who were employed in large numbers under conditions that were often harsh and exploitative.

2. The Industrial Revolution and the Birth of Modern Personnel Administration
The Industrial Revolution marked a turning point in the history of labor management, as the scale and complexity of industrial enterprises necessitated new approaches to managing workers. In the early stages of industrialization, the focus was primarily on maximizing output and efficiency, often at the expense of workers' well-being. Factory owners and managers were primarily concerned with disciplining labor, ensuring punctuality, and enforcing long working hours. This approach, which has been described as "hard" personnel management, was characterized by a rigid, authoritarian style that viewed workers as little more than cogs in the industrial machine.

As industrialization progressed, however, the negative consequences of such practices became increasingly apparent. The harsh working conditions,

1. Biliran Province State University School of graduate studies Naval,Biliran EdM 509: PERSONNEL ADMINISTRATION

2. Unit III: The Historical Development of Personnel Administration and Industrial Relations Prepared by: MS. SHERLYN CABUQUIN TABOSO MAEd - EdM Student

3. Objectives At the end of this unit, students should be able to: Discuss the origin of personnel administration Explain the stages in the development of personnel management. Discuss the factors that influenced the development of personnel administration.

4. THE ORIGIN AND DEVELOPMENT OF PERSONNEL ADMINISTRATION The history of personnel administration and industrial relations traces back to the industrial revolution of the 18th century. Prior to this, goods were produced through handcraft methods in a self-sustenance economy. The industrial revolution marked a shift to modern industrialization, leading to massive unemployment and harsh working conditions as machines replaced human labor. Cheap and unskilled labor, including women and children, were exploited in factories under poor conditions.

5. This era saw a widening gap between owners and workers, with low wages and poor productivity. Workers began organizing to advocate for their rights, prompting some business owners like Robert Owen to introduce welfare principles. Legalization of labor unions in Britain around 1864 forced businesses to address personnel and industrial relations issues. Despite personnel management issues originating in the industrial revolution, modern personnel administration practices didn't emerge until the 1940s. THE ORIGIN AND DEVELOPMENT OF PERSONNEL ADMINISTRATION

6. THREE MAJOR DEVELOPMENTAL STAGES PERSONNEL ADMINISTRATION HAS PASSED THROUGH : Personnel administration has evolved through three main stages: Mechanical approach: Workers viewed as tools of production, influenced by classical management theory. Paternalistic approach: Management played fatherly roles, providing socio-economic aid based on human relations theory. Social system view: Aimed at satisfying organization, worker, and societal needs, aligned with the system approach in management theory. Modern personnel administration is rooted in the social system concept, emphasizing the interconnectedness and functional relevance within the organizational system.

7. FACTORS THAT INFLUENCED THE DEVELOPMENT OF PERSONNEL MANAGEMENT AND INDUSTRIAL RELATIONS Industrial Revolution: Led to the redefinition of production methods, exploiting workers and prompting the formation of trade unions to secure job security and certainty. This necessitated the emergence of personnel administration to mitigate management problems and ensure productivity. Response to Unionization: The formation and legalization of trade unions created challenges for management regarding work conditions and worker welfare, prompting the elevation of the personnel department to handle labor and management issues for a harmonious work environment.

8. FACTORS THAT INFLUENCED THE DEVELOPMENT OF PERSONNEL MANAGEMENT AND INDUSTRIAL RELATIONS Government Legislations: Government interventions through legislations, such as protective labor laws, contributed to the development of personnel management by promoting good human resource management practices. Response to New Knowledge: Classical management theories emphasized organizational effectiveness and optimal resource utilization, leading to the recognition of human problems and the need for analysis and attention in personnel management development.

9. HISTORY OF PERSONNEL ADMINISTRATION IN THE PHILIPPINES TIMELINE PUBLIC SECTOR PRIVATE SECTOR Spanish Colonial Period (1521-1898) The personnel administration in the Philippines began during the Spanish colonial period, characterized by centralized control and a hierarchical structure to serve the interests of the colonial government. In the early stages of the Philippines' industrial development, personnel administration in the private sector was largely informal, with businesses often employing family members or individuals based on personal connections. American Colonial Period (1898-1946) The American colonial administration introduced the civil service system, modeled after the American system. This period saw the establishment of rules and regulations governing the recruitment, selection, and promotion of government employees. The Civil Service Commission (CSC) was created to oversee these processes. With the arrival of American businesses in the Philippines during the colonial period, Western management practices, including formalized personnel administration, began to influence the private sector. Companies adopted more structured approaches to hiring, training, and managing employees.

10. HISTORY OF PERSONNEL ADMINISTRATION IN THE PHILIPPINES TIMELINE PUBLIC SECTOR PRIVATE SECTOR Post-Independence Era (1946-present) After gaining independence, efforts were made to professionalize the civil service and improve its efficiency. Various reforms were implemented, including merit-based recruitment and performance evaluation systems. The CSC continued to play a crucial role in implementing these reforms and ensuring ethical standards in the public sector. After independence, the private sector continued to adopt modern personnel administration practices, influenced by global trends in human resource management. This included the establishment of HR departments, the implementation of employee benefit programs, and the adoption of labor laws and regulations.

11. CONCLUSION In Nigeria, its emergence was influenced by wage employment and colonial commercial activities in the Niger Delta region. Factors shaping its growth and development include government legislations, responses to unionization, employment needs, and evolving knowledge. These influences highlight the dynamic nature of personnel management, adapting to changing socio-economic contexts and organizational demands. Personnel administration originated during the British industrial revolution and evolved to address early industrialization challenges.

12. THANK YOU.