The concept of HRM emerged in the 1980s, in the times of Thatcherism and Reaganomics, it could not help but look more desirable than personnel management.HRM became more ideal in managing personnel.
The history of personnel management begins around the end of the 19th century, when welfare officers (sometimes called 'welfare secretaries') came into being. Their creation was a reaction to the harshness of industrial conditions, coupled with pressures arising from the extension of the franchise, the influence of trade unions and the labour movement, and the campaigning of enlightened employers, often Quakers, for what was called 'industrial betterment'.
The first welfare workers were women, ...view middle of the document...
Most authors would agree that â€œa change of labelâ€ is obvious, though one cannot be sure that the content of differentiates to any extent.
However, the new name HRM may at least rid personnel management from its unfavourable welfare image, a valuable contribution of HRM is to direct the attention to regarding people as the key resource of organisations and lending the management of personnel increased importance.
People like Armstrong, M even stated that HRM is similar with PM, just a change in the name or it is perceived as â€˜old wine in a new bottleâ€™.
Letâ€™s explore what are the similarities and differences between PM and HRM, in order to find out whether the statement quoted by Armstrong is true or agreeable.
Personnel Management versus Human Resource Management
The view that there are more similarities than differences between personnel and HR management is shared by a number of authors., but nevertheless manages to detect some diverging aspects. These however cannot be qualified as substantial differences, but are rather a matter of emphasis and meaning.
personnel management is a continuing process of evolution and growth, in which more and more fields of expertise are acquired and assimilated. Within this evolutionary process HRM is only adding â€œa further dimension to a multi-faceted roleâ€.
Although the procedures and techniques strongly resemble those of personnel management, the strategic and philosophical context of HRM makes them appear more purposeful, relevant, and consequently, more effective.
On the other side, authors like Storey regard HRM as a â€œradically different philosophy and approach to the management of people at workâ€ (1989: 4). In...