Human Resource Management Essay

2372 Words Sep 9th, 2012 10 Pages
Human Resource Management | | |

* Historical perspective of Human Resource Management – From personnel management to Human Resources Management * Human Resource Management and Social Justice for Welfarism * Human Resource Management and Bureaucracy * Human Resource Management and Union-Negotiation * Human Resource Management and Organization * Human Resource Management Perspective

A) Historical perspective of Human Resource Management – From personnel management to Human Resources Management
Human resource management has changed in name various times throughout history. The name change was mainly due to the change in social and economic activities throughout history.
Torrington et al identify six
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It places authority for personnel actions in a single, central agency and attempts to make personnel management uniform and consistent across a whole jurisdiction, viewing government as a single employer. Extensive rules and regulations and centralized oversight agencies enforce consistency.
The bureaucratic model is hierarchical and relies on personnel specialists to manage the human resource function. It limits the amount of discretion available to line managers who might introduce inconsistency or favoritism into the system.. The primary focus of HRM is to protect the integrity of the process, which is seen as fundamental to limiting inequitable treatment in the employment relationship or unfairness in the distribution of organizational rewards.

D) Human Resource Management and Union-Negotiation
It has been established that three of the key assumptions of the union economic paradigm are that: An inherent exclusivity of interest exists between the union and management; a union should not involve itself in management decision making; and collective bargaining, therefore, forms the basic regulatory mechanism of the labor-management relationship. New human resource management arrangements violate all of these assumptions, and the altering union environments render an alternative action model difficult to devise. 1. First, the New HRM implies that communality of interest between labor and management does exist. By participating

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