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How Music and Human Resources Evolve

Phonograph Record


According to, evolution is “a process of gradual, peaceful, progressive change or development.” Many things evolve: organisms, language, technology, music, and industries, just to call some. Brooding about how evolution is directional progress made me give some thought to how an industry, like HR, would compare to the evolution of something else. In this case, music.

Human Resources, as well as human resources recruiters, has been around for generations, it just has not always been defined within the same way. As early because the 1800’s, there has been some thought given to employees and what motivates them to figure. Long ago and into the first 1900s, employees were viewed like machines: they were a necessary evil to induce the task done. Employees were thought to be motivated only by money, therefore it absolutely was not necessary to think about their care. This was the most school of thought.

From the 1920s through the 1960s, there have been many changes. A movement began that focused on the requirements of employees, the need to treat employees fairly, and not discriminate. Shaped the way companies had to treat their employees are laws that were put into place. By the 1970s, human resources, or “personnel” because it was known then, was starting to evolve, very like music.


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LP’s and Personnel

There are many similarities of how technology helped the music industry and also the human resources industry evolve. Each decade, musical styles evolve, and then do the delivery methods of the music. Within the 1960s and 1970s, LPs were the way that individuals bought their music. At the time, it had been great. But, like everything, technology was improving. LPs might be easily scratched, could warp or break, and will not be transported easily or played in an exceeding car. Personnel departments of the identical time were very like the LP. As a practice, it was new. It absolutely was about ensuring companies met the factors of the use laws that had been put into place. It had been a predominantly compliance and administration-driven industry. But, it didn’t take it to the following step of really caring about the workers. While it absolutely was an improvement from having no real protection for workers, there have been certainly some “scratches or warps” that might be seen within the personnel departments of the 1970s.

Cassette Tapes, HR, and Choices

HR and music were noticeably evolving by the 1980s. Technology brought synthesizers to new varieties of music. LPs were on the solution and even the short-lived 8 track tape wasn’t visiting to see an extended life. The mag tape was the new music delivery method. It not only allowed the portability of the music but also gave users the flexibility to form choices about the music they wanted to record. HR was evolving too. Pushing “Personnel” aside, the term “Human Resources” came into fashion. Not only were these HR departments handling paperwork and compliance, but they were also setting out to promote compensation strategies, health and wellness, and dealing with managers on employee relations issues. Employees wanted the flexibility to possess a choice in their benefits, compensation, and other HR areas.

CDs and Slick, Targeted HR Pros

As the 1980s came to detail and also the 1990s rolled in, CDs, the most recent and greatest technology came on strong. Cassette tapes could unwind, tear, and crease. CDs provided better sound quality, as well as sleek, thin. HR was changing with the technology too. As more HR departments hired college grads with specific degrees in HR Management, Organizational Development, or Human Resource Development, leadership began to shift its view of HR. In technical solutions for ATS and HRIS are HR departments were investing heavily. They were also pushing the notion of getting a “seat at the table” or being a part of the C-Suite.

MP3s, Downloads, and adaptability in HR

As the end of the century rapidly approached, the changes in technology all over again hit the music scene. CDs, while still available, were becoming less popular because of MP3 players and downloading music. It had been customizable like never before. HR was adopting a number of those strategies too. Benefits programs were offering cafeteria-style plans to satisfy individual needs. Companies began to specialize in work/life balance. Flexible schedules, telecommuting, and job sharing were all possibilities now because of advances in communication technology.