Industrial Relations to Human Resource Management: Disparity and Similarity

781 Words 4 Pages
Human resources are the main drivers for today’s organization in managing employees as strategic plan as company’s objective (Haslinda 2009). Variety notion related with theory, perceptivity and understanding of human resource evolution from Industrial Relations (IR) tradition to Human Resource Management (HRM) has transpired to the present day. IR was considerably have two main division: labor management and mutual negotiation including the method of employment management (Kaufman 2001). The terminology from personnel management, or personnel administration and labor relations has been used by most writers represent IR or employment relations era. The evolving terms of both subject fields has initially started in 19th century by the emergence of HRM terminology as modern or an updated version of personnel management (PM) which still linked within the same environment (Ackroyd et al. 2005). Furthermore, HRM content more about employment relations management and contract determination (Ackroyd et al. 2005).
There were many critical views or artificial debate concerns of the role of HRM and its predecessor, PM (Storey 2001). One of article, Legge (1989) was try to prescribe the distinction between them based on its content. Therefore, the point of departure of this report is to provide some overview to specified substantial outline between IR (in case of PM) and HRM, particularly their distinction and commonality.

PM and HRM Overview
As the name suggests, the…

More about Industrial Relations to Human Resource Management: Disparity and Similarity