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Human Resources Essay

996 words - 4 pages

The term human resource management was being used by Peter Drucker and others in North America as early as the 1950s. The people management policies and practices which are usually termed ‘HRM’ originated in manufacturing industry in the USA during the late 1970s and early 1980s. These represented a significant break with the personnel management paradigm. A number of factors led to this new management thinking, principally loss of faith in the traditional approach to mass production, the example of Japanese work organization and manufacturing processes, and the realisation of the impact of new technology on work practices (Gallie et al, 1998).
The remarkable success of Japanese ...view middle of the document...

Personnel management and HRM underline the role of line management but the focus is different (Guest, 1990, 1987). In the Personnel management models, line’s role is very much an appearance of the observation that all managers manage people (Storey, 1989). It can be said that all managers in a sense carry out Personnel management. Furthermore, it carries the acknowledgment that most specialist personnel work still has to be implemented within line management’s department where the labour force is physically located (Legge, 1978 cited in Storey,1989).

In the HRM models, HRM is vested in line management as business managers are responsible for coordinating and directing all resources in the business unit to pursuit of bottom-line result( Legge and Storey 1987, and Guest, 1990). This creates that the bottom line appear to be specified more correctly than in the Personnel management models, also this model of HRM will affect on quality of product or service (Storey 1987b; Upton, 1987 cited in Storey, 1987). But despite of this, a clear relationship is drawn between the success of this result and the line’s suitable and practical use of the human resource in the business unit (Legge and Storey,1987; and Guest,1990). On the other hand, Personnel policies are not reflexively incorporated with business strategy, in the sense of flowing from it, but they are an integral part of a strategy in the sense that they motivate and facilitate the recreation of a required strategy(Legge,1987).

Personnel management appears to be something performed on assistants by managers rather than something that the latter experience themselves-other than as a set of rules and measures that may constrain their freedom in managing their subordinates as they think fit(Storey and Legge, 1989). On the other side, Human resource management is not just highlighting the importance of employee development; also it focuses
on a particularly development of the management team. As result, it can be concluded that Personnel management is an activity aimed mainly at non-managers while HRM is less clearly focused but is surely concerned more with managerial staff (Guest,1990 and...

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