Human Resource Management In

subject Type Homework Help
subject Pages 5
subject Words 1972
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In this assignment I intend to outline the development of Personnel Management (PM) and
Human resource management (HRM). Briefly describing their development and the role
they play in a work place today. I will then discuss the role HRM played in changing the
approaches adopted by management to employment, before finally hypothesising about the
future direction of HRM.
PM can be traced all the way back to the late 18th century and the industrial revolution in
England. However for the purpose of this assignment my analysis will begin much later
after the Second World War (WW2). WW2 created a massive demand for labour and in
particular personal specialists. It was in late 1946 that these specialists created the Institute
of Personnel Management (IPM). In the 1960s employment laws were passed to create
growth in the personnel function which meant PM had to evolve. In the 1970s further
legislation was passed promoting sexual equality and standards in the work place which
encouraged further development and at this stage the role of PM was as a mediator
between management and employees. PM had a very low power base within business and
was often referred to as the *ƒ²*ƒ"€š?trashcan as every undesirable job an organisation had
to undertake was dumped on PM. For example PM would be left to explain management
decisions to angry employees or fight management corner in disputes with workers unions.
This meant that much of the work carried out by PM was reactive, they were also mainly
left to work with the soft S: staff and support and most of their work was carried out in the
short term. PM was never fully identified with management showing its lack of importance
and respect to and from business respectively.
The 1980s and 90s saw a radical change in both the context and content of people
management (human resource management theory and practice2003). These changes took
place for a number of reasons. The economy in general was changing and there was a shift
from manufacturing to service and the focus moved to customers both internally and
externally. Huge technological strides were made during this period which allowed
business to change with it. There was also a change in attitude towards employees so,
family friendly policies were introduced and employers tried to help employees achieve a
work life balance.
HRM started to become an integral part of business, where PM had been reactive HRM
became proactive and was involved in decision making. They are also involved with
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