Over the years, the role of Human Resources has been perceived as a secondary, support-type of department, suffering from pressure to prove its usefulness for more than admin. In addition, it has also dealt with a lack of resources to help manage and organise large volumes of employee data. Nowadays, however, HR is becoming increasingly important, assisted by new technologies that allow companies to perform and evaluate their functions with great precision.
The history of HR can be traced back to 1878 when, for the first time in the US, the 60-hour working week for women and children was regulated by law. This practice, which today seems abominable, was a turning point in the industry and highlighted the importance of managing the circumstances and needs of workers.
The first instance of the selection process as we know it today appeared during the First World War when the military in charge of running explosives factories began to carry out tests to choose the most suitable candidates for this dangerous task. It was also mandatory to place a social worker in these factories, to ensure the welfare of the workforce. During the Second World War, the first staff management departments were formed, responsible for the selection, management and development of the personnel - a role that was expanded to include training on labour risks, security and salary negotiation.
Until very recently, despite its constant development, human resources management was still considered as personnel administration, and it’s only technical functions related to the hiring, training and compensation of employees. The department’s full potential within the company was not yet known, as their functions were not linked to overall business objectives.
The evolution of HCM software
This situation has changed radically thanks to the accelerated development of technology, globalisation and demographic movements. The first radical changes began to take place at the beginning of the millennium, when the growing use of the internet and the flexibility of the working day transformed personnel management, forcing HR to adapt to the circumstances of each worker. The increasing complexity of its role has highlighted the importance of effective and productive human capital management in maximising the potential of the workforce. Accompanying this change, HR began to explore the link between their objectives and overall business success – and that’s where software solutions such as Cornerstone’s have become important.
Cornerstone’s software helps organisations unleash the potential of people. It can help HR face the challenges of the selection, onboarding, training and continuous learning process for employees, whatever their circumstances. Human capital management solutions allow for a high level of sophistication when managing the huge volume of data that occurs in the life cycle of each employee, managing their position, training and compensation in the most efficient way.
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