This is something what we got from the preparation class in MSM ITB.
Scientific management is started in 1911 when father of scientific management, Frederick W. Taylor, observed that performance is related with working condition. He developed rules of motion, standardized work implements, and proper working conditions for every job. (Well, that’s my interest in architecture and someone has already started it more than one hundred years ago. It means I have to learn more)
In 1914 – 1918, before and during World War I, soldiers were recruited with selection tests such as IQ test and ability test.
In 1920 – 1930, there is Mayo’s Hawthorne Studies which examined how economic incentives and physical conditions affected worker output, with no consistent output. Some things can affect some people but cannot affect the others. Sometimes even the things that affect the output are not the ‘money’.
In 1960 – 1970 there are Employee Relations. There are many things about it, but I remember our lecturer said that ‘’Good companies where the HR’s working well will not have the Employee Relations”.
In 1980 – 2000 human resource management were integrated with business operation to create value.
Since 2000 – present, human resource management is driven with corporate performance. The things that necessary to boost corps performance can be proposed to be done. This means that even probably serving5-stars-hotel-meal for the employee every lunch can be an alternative solution to boost corporate performance.
Source: Class Notes