Hrm vs Pm

In: Business and Management

Submitted By shortone
Words 766
Pages 4
Topic:
How far and for what reason would you agree that there is little substantive difference between Personnel Management and Human Resources Management?

There are many conflicting views on whether or not there is a substantive difference between Personnel Management and Human Resources Management. I hope by the end of my analysis on these two concepts that I would have clearly evaluate the questioned asked and gave an adequate response on whether there is in fact a difference.

To that end, the concept of Personnel Management as defined by Bratton and Gold (2007) states that it is a function of management that coordinates the Human Resources need of an organisation including the designation of work, employee selection, training and development, rewards, performance assessment and union management relations. Armstrong (1977) also agrees with the definition of PM as he states that personnel management is concerned with obtaining, organizing and motivating the human resource required by the enterprise. This concept can be traced back to the industrial revolution that occurred in the late 18th century and is sometime referred to as the generic approach to management.

On the other hand, David Ulrich (1998) states that the Human Resources Management should not be defined by what it does but by what it delivers – results that enrich the organisation’s values to customers, investor and employees. Thus it looks beyond the employees to the organisation, it terms of putting the needs (goals and objectives) ahead of all other aspects. This concept is referred to as the distinctive approach. Another perspective on Human Resources Management is David Guest analogy, in which he states that HRM should be holistic and should be incorporated into all aspects of management to ensure the smooth operation of the business.

The above attributes of Personnel Management…...

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