The Concepts Of Hrm And Personal Management Essay

The construct of Human Resource Management [ HRM ] is much broader today and its activities have become more radical but is it the same as Personnel Management [ PM ] ? This is the inquiry on the lips of every pupil, academic or practician of HRM. This argument about its differences, if any, has been on for a really long clip and has ne’er been won, as faculty members, practicians and pupils likewise have different positions and positions on the issue.HRM ‘s significance and its difference from PM have been the subject of legion articles, texts and conference documents to which this class work is no exclusion.HRM and PM, Is at that place a synergism? An reply was postulated to this by Armstrong [ 1987 ] he says ”HRM is regarded by some forces directors every bit merely a set of initials or old vino in new bottles. It could so be no more and no less than another name for PM ”First we have to understand the meaning/concepts of HRM, but efforts to specify HRM exactly have resulted in confusion and contradiction instead than lucidity [ Price, 1997 ] .

However, I like the one given by Storey [ 2001 ] which says ”HRM is typical attack to employment which seeks to accomplish competitory advantage through the strategic deployment of a extremely committed and capable work force utilizing an array of cultural, structural and forces techniques ” . One can therefore state HRM encompasses those activities, undertakings and responsibilities, designed and performed to supply for and organize human resources, so we can presume that PM is an built-in portion of HRM but non the same.Personnel Management on the other manus involves pull offing people with their emotions, their inherent aptitudes, their tempers, aspirations and job and the art of doing people happy and maintaining them so is non easy, personnel direction harnesses the HR of its company in such a manner that the aims of the company is achieved with the greatest economic system in clip, resources and money. Cole [ 1997 ] rhenium enacts the Institute of Personnel and Development ‘s definition of PM as a chief usher ; ”Personnel Management is the duty of all those who manage people every bit good as being a description of the work of those who are employed as specializers. It is that portion of direction which is concerned with people at work and with their relationships within an endeavor. PM achieves both efficiency and justness, neither of which can be pursued successfully without the other. It seeks to supply just footings and conditions of employment and satisfying work for those employed.

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” [ IPM 1963 ] ” He goes farther to state that PM ‘s function in an administration is in caring for employees every bit good as lending to their success in accomplishing concern purposes but HRM ‘s function is less likely to take history of employee attention, since its accent would be on concern success where client attention alternatively of employee will be given precedence.For some faculty members and practicians, HRM is a direction theory with practical jobs whilst for some it merely remains an unsure impression and at that place seems to be deficiency of lucidity as to what HRM means for both parties. For illustration, at practitioner degree there are a batch of administrations that are simply altering the name pestilences on their forces director ‘s door to HR director [ Armstrong, 1987 ] , like wise there are some organisations that have ever used HRM type policies but still prevail in depicting the patterns as PM and a good illustration is Marks and Spencer in the UK [ Blyton and Turnbull, 1992 ] . To academics excessively, confusion is abound as some books are altering their rubrics from PM to HRM without any alteration in their content [ Blyton and Turnbull, 1992 ] But faculty members in the US use the HRM term more liberally and utilize them interchangeable with PM which suggest there is small difference [ Blyton and Turnbull, 1992 ] .We can therefore choose to hold with Price [ 1997 ] ‘s thought that we are comparing the theory of a immature signifier of people direction which is HRM with the pattern of an older assortment which is PM.Legge [ 1989 ] , Fowler [ 1987 ] , Armstrong [ 1987 ] and Keenoy [ 1990a ] , all support that possibly HRM is the same as PM.

Fowler [ 1987 ] even stated that ”HRM represents the find of forces direction by head executives ” .Legge [ 1995 ] nevertheless, did a stopping point comparism that shows the similarities btw the two. She suggests that HRM and PM stress the importance of incorporating personnel/HRM patterns with organizational ends ; that both vest personnel/HRM steadfastly in line direction and they both emphasise the importance of persons to the full developing their abilities for their ain personal satisfaction to do good part to the organizational success ; Besides both theoretical accounts identify puting the right people into the right occupations as an of import agencies of incorporating personnel/HRM pattern with organizational ends including single development.However, from a another position, HRM and PM might be different and the first difference that comes to mind is the fact that PM is old and HRM is new.

[ Sparrow and Marhington, 1998 ] and some people even think HRM is superior to PM. A batch of authors like Beer and Spector [ 1985 ] , Guest [ 1989 ] , and Storey [ 1992 ] , have identified differences in the two nomenclatures in footings of how they are viewed harmonizing to the physiological contract, venue of control, employee dealingss, forming rules and policy ends. Among which are the undermentioned ;The most conceived belief is that Personnel direction is chiefly aimed at non-managers, while HRM treats direction degree.In footings of the types of contract these two under spells, there seems to be a difference in that PM has a careful decline of written contract while HRM likes to take beyond a written contract, besides PM thrives on regulations but HRM likes a ‘can do attitude and has small tolerance for regulations.

PM relies on processs for direction actions and its behavior are in line with imposts and norm, but HRM will hold non of that, concern and client demands, flexibleness and committedness are its usher when it comes to direction, besides its behavior is ever in line with the values and mission of the company.In PM, the directors monitor while in HRM they nurture. As respects cardinal dealingss, labour direction is taking more into consideration in PM while in HRM clients are.

PM has piecemeal enterprises but HRM ‘s enterprises are integrated.The corporate programs are marginalized and the velocity of determination is slow in PM while that of HRM is cardinal and fast.Furthermore, In PM, direction function is transactional and its key directors are industrial and industrial relation experts with dialogue accomplishments but HRM directors perform transformational leading with line directors who have facilitation accomplishments. PM pays more attending to forces processs while HRM focuses on cultural and structural issues and forces schemes.Choice is of fringy importance and wage is based on occupation rating in PM but in HRM, choice is an incorporate and cardinal undertaking with the wage being public presentation based. There is a restricted flow of communicating in PM while there is none in HRM. PM believes in division of labor but HR prefers squad work. Conflicts in PM are handled on a impermanent footing but HRM believes in pull offing civilization and clime.

We have seen the similarities and besides the differences, and it is rather obvious that the difference out weighs the similarities which points to the fact that the footings might so be different. Hence, one may reason that giving intending to HRM and PM comes down to a affair of sentiment or vested involvement as there is no incorrect or right reply, after all, a term means whatever one chooses it to intend.


Armstrong, M. [ 1987 ] ‘Human resource direction: a instance of the emperor new apparels? ‘ , Personnel Management, Vol. 19, No. 8, pp. 30-35.

Beer, M. and Spector, B. [ 1985 ] ‘Corporate broad transformationsin human resource direction ‘ , in Walton, R.E. and Lawrence, E.R. [ eds ] Human Resource Management Trends and Challenges. Boston, Mass.

: Harvard Business School Press.Cole, G.A. [ 1997 ] Personnel Management: Theory and Practice, 4th edn. London: Letts instruction, pp. 1.

Fowler, A. [ 1987 ] ‘When main executives discover HRM ‘ , Personnel Management, January, p.3.Guest, D. [ 1987 ] ‘Personnel and Human resource direction: Can you state the difference? ‘ , Personnel Management, January, pp.

48-51.Keenoy, T. [ 1990a ] ‘HRM: a instance of the wolf in sheep ‘s vesture? ‘ , Personnel Review, Vol. 19, No.

2, pp. 3-9.Legge, K. [ 1989 ] ‘Human resource direction: a critical analysis ‘ , in Storey, J. [ erectile dysfunction. ] New Perspective on Human Resource Management. London: Routledge, pp.

19-40.Legge, K. [ 1995 ] HRM: Rhetorics and Realities. Basingstoke: Macmillan Business, pp. 108.Monetary value, A. [ 1997 ] Human Resource Management in a Business Context, 2nd edn.

London: International Thomson Business, pp. 22-25.Sparrow P. and Marchington M. [ 1998 ] Human Resource Management: The New Agenda. London: Financial Times Pitman.

pp. 26.Storey, J. [ 1992 ] Development in the Management of Human Resources: An Analytical Review. London: Blackwell.Storey, J.

[ 2001 ] ‘Human resource direction today: an appraisal ‘ , in Storey, J. [ erectile dysfunction. ] Human Resource Management: A Critical Text, 2nd edn. London: Thomson Learning.


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