Of course its evolution or involution, evolution who have made them consciously of modifying paradigms and involution just for changing names, the marketing of management, is now human management, not human resources, but the processes continue to run over people.
Throughout history there has been an administrative paradigm and parallel the task of human management has been taking valuable elements of change; for example:
0 years to 1900 scientific paradigm, with Taylor and Fayol and their times and movements, the stomach man, work and eat, the protagonists of this soap opera are the king, slaves, artisans, feudal, only interested in production, surplus value. man does not think.
1900 to date, administrative concepts have changed very quickly, but I return to insist possibly more on name than applicability, because of scientific administration we still have Jurassic managers.
Paradigm human relations, with Mr. Mayo, concerned with the violation of human rights, in force today, said everything cannot be work, people are required to relate and improve their work environment, their interpersonal relationships, the man-at-heart.
Paradigm human resources, everything cannot be work, everything cannot be a party to integrate human relations, it is necessary to exploit man's ideas and make the most of them, the man thinks but the boss appropriates them, the cognitive man.
Paradigm of human management. he is the integral man, in his mental, social and emotional dimensions. He is not a worker, he is a collaborator, man is a systemic being, he thinks and owns his ideas, be self-regulating, knows that he has to prepare himself, develop skills.
This is how the human management function has previously transcended accounting, it was believed that it was only to pay payroll; then a policeman was needed, then the lawyer appears as headquarters, to apply the regulation, then industrial relations appears and, as always, what has been called reengineering must be done times and movements design processes, shorten distances, production, after human resources managements appear, the best capital in the organization is the human resource, fallacy and utopias of pachydermic managers, who only seek to embalm with this drawer phrase to exploit the HR, then the vice presidencies of management at the manager level general and if possible later to outsourcing advisers or consultants,shift strategic partners where the importance of the case of people and their interaction in the current organization is given, it is required to change the container to assume a new flexible liquid in the bottle of modernity.
