• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Personnel Management and Human Resource Management are one and the same thing". Discuss.

Extracts from this document...


"Personnel Management and Human Resource Management are one and the same thing". Discuss. Firstly it is important to research the history and development of Human Resource Management (HRM), to show its diversity from Personnel Management(PM). HRM is a concept that has largely been derived in the last century. It began during the industrial revolution. As industry moved from rural areas to large city based factories it became clearer that there were weaknesses within the large workforces. During this period there was a shortage of employees, people were scared of change, when they were hired, their skills and discipline was low. There was a need for change. Welfare schemes were introduced during the late nineteenth century. A welfare officer held a semi- independent role within the factory, their job was to dispense benefits amongst under privileged employees. This scheme had a positive reflection onto the workers; "the supreme principle has been the belief that business efficiency and the welfare of employees, are but different sides of the same problem"1 This developed a concept that certain selected people would have the job of managing employees. They would monitor complaints, illnesses, welfare and to control any hostilities within the labour force. The first scientific test with regards to HRM was created by Frederick Winslow Taylor who developed methods for the work place and the successful process of managing employees. Taylor created methods of; performing certain tasks in the best possible way; how to select the right person for the job; train, teach and develop workers, to introduce financial initiatives for works and how to divide the work accordingly within the work force. ...read more.


Legge writes that this could change if they become 'deviant innovators', someone who 'attempts to change this means/ends relationship by gaining acceptance for a different set of criteria for the evaluation of organisational success and his contribution to it'6, practically, the innovator should promote important new values in the business. For Legge's vision to come into practise there would have to be a culture change within organisations. Currently the role of personnel managers is such that they rarely if ever initiate an important change within the business, though they can help implement it, for example training of employees. Freedman7 during his American survey found that individual innovations tended to come from the position of line managers, reinforcing the associated decline in PM roles. PM has been monitored using two models. The goal model judges effectiveness through targets and performance. The second model is called the political model and judges the legitimacy of a target over a long period of time. Similarly to HRM, many believe that people are an essential element that should be invested in, the problem lies in the fact that this asset is undervalued, specifically in regards to training employees. PM does appear according to some to be the little brother of HRM, they hold less influence then many believe they should, the same people regard their job as a failure. But this can be stated to be incorrect, PM's have a role in conjunction with line managers implement policy, not create it. ...read more.


Which can cause problems when an employee does have a problem or issue they wish to raise against their employer. 5. HRM centres round proactive central strategic management, PM implies passive connotations. A proactive approach is apparent when a HR manager is vocal in the decision making process, their input is part of the business strategy formulation. Bamberger and Phillips14 created a model to conceptualise strategic management, it demonstrates how HR strategy, environmental influences and business strategy all influence decision making equally. Bratton15 depicts this process differently, stating how external factors such as technology, government policies, trade unions, markets and EU policies all influence the process. Considering this, the Bamberger and Phillips model does appear to be too simplistic, a point echoed by Purcell and Ahistrand16 who criticises the models use of contextual influences as a lack precision and detail. 6. HRM models are mainly performance based. Quite possibly the most significant difference between to two types of management. The performance based exists, but statistically has been difficult to show, as most of the research collected such figures as labour turnover and productivity, rather that profitability. Specifically within a Michigan hard style approach, HRM's as a collective, 'head count'. The stringent managerial style, may maximise profit, but does so at the cost of quality The two approaches to management do undoubtedly have similarities, though it appears to be too simplistic to call them the same thing. HRM is growing in popularity on a global basis, forcing PM's into a corner. PM's are important to help in implementation, and to advice; however this is increasingly being carried out by HRM. HRM is a dictatorship that has little room for ever more minority. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our GCSE People in Business section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related GCSE People in Business essays

  1. Marked by a teacher

    McDonald's. What are the Management functions at McDonald's?

    5 star(s)

    Although the causes of motivations are imperfectly understood, the results of having motivated people in an organisation are obvious and highly beneficial. As a consequence managers have to try to understand the conditions and influences that motivate people so that they can manage, organise activities and create an organisational atmosphere that encourages positive encourages positive motivational effects.

  2. "Fayol's management functions and Mintzberg's management roles are two sides of the one coin." ...

    * Controlling; making sure that everything occurs in conformity with policies and practice. This ensures that everything runs smoothly and creates a feedback mechanism to make changes where necessary. Henry Mintzberg (born in 1939) is an internationally renowned academic and author on business and management.

  1. The purpose of the coursework is to produce an analytical report on how a ...

    in technology and constant changes in employees and the attitude of society. Conflict in McDonalds Human Resource Management In any large organization, conflict is due to happen. The information of this was limited due to competitors that may be able to use these details to withstand a greater chance of attracting more customers in the same market.


    At Sainsbury's there are many key areas of work covered by Human Resource Management such as: * Human Resource Planning * Recruitment and Selection * Training * Employee Appraisal * Consultation * Collective Bargaining * Wage and Salary systems * Fringe Benefits * Disciplinary and Grievance procedures * Health and

  1. Managing Human Resources in Marks & Spencer.

    organisation runs its human resource policies can be measured by the level of employee satisfaction, and this is where stability indexes and, again, wastage rates are so important. If employees of Marks and Spencer are content with their work, they are most likely to turn up for work.

  2. Put forward a business case for taking a 'managing diversity' approach at Hinchliffe Cards. ...

    Moreover, having a diverse workforce will help organisations explore new markets or client groups as MD adds to the social dimension of the organisation. This is particularly relevant after the events of 9/11, which require good understanding of race and cultural issues.

  1. Strategies for Change Management

    This covered the first sub step of examining market and competitive realities. What he quickly learned was the business traveler flew SAS most frequently and that they would pay full price.

  2. Employees are a business's most important assets; this is why they created the Human ...

    If the groups are happy with the business they usually don't start asking for massive pay increases or demands which could cost a lot to the business. The Zoo doesn't have a union; instead it has a staff association that does the same role.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work