With the collection of data came the necessity of filtering the information to enhance performance. The performance was then born as a different field. By using knowledge and collecting and researching data, the performance of businesses and their economic operations could be improved. Furthermore, performance. Performance could be defined by the scores each employee received during a day of work.
Performance management is now an independent field, strongly correlated with knowledge and data management. Performance management offers statistical tools that measure the results of the business while offering input about how to improve the management operations. It also offers parameters and standards by which employees and business operations must function.
The overall management of firms extended to what we call today - CRM, or customer relationship management. Customer relationship management refers to the way businesses relate and communicate with clients. It describes the procedure of gathering statistical information about buyers, for example by gender or by age, to enhance production and create a better-targeted product. The obtained information is used in improving customer support and services; it also offers strong insight into how to communicate with your clients, how to fulfill the customer’s requirements and especially how to gain future buyers and win their loyalty. Through customer relationship management, businesses can categorize and define their customer groups. The term “customer groups” doesn’t refer only to direct clients; it also involves the distribution agents, partners, employees, and investors. With CRM, businesses can create customer profiles, which include buying preferences and behaviors.
One important aspect of management operations is the employee’s well-being. However, the term “employee” has had different values throughout history and has changed drastically up to modern day understanding. We have looked at the management of companies because we need to see how the structure of the companies changed and how employees were affected by these changes.
Changing status of the employee
The history of employment can be traced back to the 1300s when men, women, and even children formed the labor industry. They were poorly paid, if paid at all, and treated more like slaves than actual employees. We can refer to the most visible modifications in employment status in countries such as England, Ireland or France.
The Black Death, the most devastating pandemic in world history, proved to the rulers of countries how weakened a society is when it is not cared for. Therefore, some rulers made major changes. For example, King Edward the III, one of the greatest rulers of England, issued the law called The Ordinance of Laborers which restricted trade and planned to block wages at a certain level. In 1562, Queen Elizabeth I, one of the well-known queens of England, improved the law which targeted wage conspiracies, and as a consequence, the first workers’ unions emerged. The workers’ unions would gather in public places and collect money for the less fortunate.
The master and servant relationship understood as employment continued for over 500 years across the world. Revolutions in France and Ireland modified some prosecutions and duties of laborers. However, in 1825, the Combination of Workmen Act“ issued in England and then explored in all Europe finally started a procedure of working hours and conditions with the important note for employment to exist ‘peaceably and in a reasonable manner, and without threat or intimidation to persuade others to cease or abstain from work.