The history of the development of human resource management can be traced back to the early 1900s. Human resource managers' original function was to basically manage the relationship between businesses and labor unions. Galbraith and Nathanson were among the first organization theorist to discuss explicitly the concept of human resources strategies in the context of strategic management. They developed a model for the human resource management function that divided the human resource management function into four basic subfunctions. Subsequent rev

agers must gaining line management support for it's programs. Resource managers must develop a good working relationship with line managers. Line managers must understand the human resource managers strategy and the value human resource management adds to an organization. This may be done by demonstrating the value resource management adds to each section. Resource managers must speak the language of business and illustrate the value of human resource management programs in dollars and cents.

Human resource managers must ensure that all the personnel actions taken by an organization are performed within the law. Legislation related to human resource management has had a major influence on personnel management. For that reason legal issues are a crucial part of human resource management policies. Many laws passed during the 1960s and 1970s dealt with wage and compensation primarily. Currently human resource managers must be aware of laws relating to disabilities and civil right. Human resource managers must be aware of questions that can be asked during the interview process. Additionally, testing requirements and procedures for potential employees must analyzed to ensure these measures are applied within the law.

------------------------------------------------------------------------

Human resource management contributes to an organization success by hiring effective employees, assessing training programs and effectively planning the human resource needs of the organization. By hiring effective employees and terminating those individuals that can not contribute to the organization Human Resource managers improve the performance of the company. The value of the Human Resource management function could be expressed in a monetary value of the cost associated with ineffective employees. Human resource managers should asses training programs within a company and assist manager in developing effective training programs. Dollars values should be placed on the cost associated with poor ineffective training. This value could be determined by expressing the dollar value of production lost as a result of a lack of training or poor training. Human resource managers should also act as performance coaches. Additionally, human resource managers should evaluate line m!

ts Employee reviews should avoid yes, no questions and ask fact-finding questions. Managers should know what they want to achieve in the performance review process. Managers should remember to critique behavior not the employee. Reviews should be kept on professional level. Finally reviews must be followed up to encourage performance improvement. The Army currently requires quarterly couns

Some common words found in the essay are:
Resource Managers, Resource Management, OER's NCOER's, Human Resource, human resource, Galbraith Nathanson, Resources Management, resource management, resource managers, human resource management, human resource managers, HRM HRM, Management HRM, , management function, resource management function, additionally human resource, additionally human, line managers, resource managers aware, managers aware, labor unions, quality life, employee quality,
Approximate Word count = 1812
Approximate Pages = 7 (250 words per page double spaced)