Account for the shift from personal management/industrial relations (PM/IR) to Human Resource Management (HRM). Compare and contrast PM/IR to HRM and briefly outline the challenges for HRM today. HRM has been developed over many years and has taken many steps in the process of change from the evolution of ‘personnel management’‚ to industrial relations‚ to employee relations onto human resources. The need for control over the human resources of an organisation came about during the industrial
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Are you a unitarist‚ a pluralist or a radical/ Marxist? As you read the Balnave chapter‚ you may have become aware of your own‚ sometimes implicit‚ views about employment relations and you may have been identifying mainly with one particular frame of reference. This sort of self-awareness of our own particular ideological position is an important part of coming to terms with the frames of reference. The following activity is designed to develop your self-awareness of your own position
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deliberates the comparison and contrast on the key features of Human Resource Management and Industrial Relations in academic fields. Definitions of terms HRM and IR will be identified through the review of the origin and development of these two areas. Moreover‚ I have pointed out the theoretical scope of the two subjects and key features of HRM and IR. Finally‚ there is comparison and contrast between given subjects through the historical retrospective and paper review. Definition of Industrial Relations
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Elitist vs Pluralist In an elitist government it is believed that only a select few of people should hold political power. People who are maybe from a higher class or wealthier than the others form the group of elites. Elitist point of views are taking much more serious and carefully than those who are outsiders to this group. A pluralist government is much like the opposite of the elitist government. In a pluralist government the power of decision making and policy making are based more
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The aim of this assay is to discuss the statement---’Conflict is inherent within the employment relationship’ with reference to the Unitarist‚ Pluralist and Marxist perspective. Firstly‚ I will give the definitions of employment relations‚ industrial conflict the three main conflict frames of reference in employment relations. Then I will explain the conflict in the three perspectives individually. Lastly‚ I will make a simple comparison about the three perspectives. Dunlop states that the industrial
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management (HRM) and industrial relations (IR). The essay critically discusses the comparison and contrast on the key features of Human Resource Management and Industrial Relations in academic fields. On the base of review of the origins and transition of the tow subjects the paper will explore the general accepted definitions of the HRM and IR respectively. It will then go on to lay out theoretical dimensions of the two subjects‚ and looks at significant characteristics of HRM and IR. The last part
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its goals. HRM is concerned with carrying out the SAME functional activities traditionally performed by the personnel function‚ such as HR planning‚ job analysis‚ recruitment and selection‚ employee relations‚ performance management‚ employee appraisals‚ compensation management‚ training and development etc. But‚ the HRM approach performs these functions in a qualitatively DISTICNT way‚ when compared with Personnel Management. Main Differences between Personnel Management and HRM • Personnel
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Abstract Both the Elite and the Pluralist models are a means by which public policy is created. Both do not conform to the democracy created by our fore-fathers; a government for the people and by the people. The Elite model is one in which a small group of wealthy white males hold the power and control the policy making for our country. In contrast‚ the Pluralist model suggest that the power is distributed among interest groups that compete to control public policy. Both Karl Marx(1883) and
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HRM vs. HRD Starting any career is tough--you don ’t want to start in one job‚ find out you don ’t like it and then start over with another. But as an HR professional‚ your experience in the field‚ regardless of its type‚ will always be valuable. A good way to start an HR career is to determine what side of HR you want to work on: Human Resource Management (HRM) or Human Resource Development (HRD). HRM means just what it says--human resource management--the management of people or resources in
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comprises know what we mean by the term ‘human resource management’ (HRM) and how this differs from the earlier ‘personnel management’ (PM) concept of the function have some appreciation of the theoretical development of HRM understand the relationship between HRM and business strategy have an appreciation of the practical application of HRM understand the impact of new working methods on HRM recognise some of the key themes of HRM in the twenty-first century. ●● ●● ●● ●● ●● ●● A free sample
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