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Word Count: 546
1 Briefly describe the historical development of Human Resources Management HRMThe history of human resources goes all they way back to England where masons carpenters leather workers and other craftspeople organized themselves into guilds They used their unity to improve their work conditions These guilds became the forerunners of trade unionsIn the late part of the 18th century the field of HR later developed a new kind of employee-a boss who wasnt necessarily the owner as h ad usually been the case in the past-became the power broker in the new factory system Later on in the 1960s the personnel function was considered to be concerned with blue-collar or operating employees Human Resources MGT of today is concerned with much more than simple filing house keeping and record keeping When HRM strategies are integrated within the organization HRM plays a major role in clarifying the firms human resource problems and developes solutions to them2 Explain how a manager should use the HRM diagnostic modelThe diagnostic approach includes four specific steps to be taken by HR managers1 diagnosis2prescription3implementation4evaluationManagers typically diagnose a work situation by observing key factors Examples may be why is Harry always late for work To find a solution to this problem you could go use the diagnostic approach3 Discuss the two kinds of sexual harassment quid pro quo and hostile environment Include Steps a manager can take to end sexual harassment in the work placeQuid pro quo occurs when one person seeks sexual favors from another person in return for some thing of value Hostile Environment occurs when unwelcome sexual conduct interferes with an individuals job performance or it creates an intimidated hotel-working environmentSteps a manager can take to end sexual harassment includes1 Making a stern policy on sexual harassment
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