The Transition Of Personnel Management

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The transition of Personnel Management to Human Resource Management (HRM) which emerged on the scene in the late 1980s, produced a paradigm shift in the area of workforce management. In context of the above, Storey (1989:4) said, "Whether to applauded or derided, the concept has come to represent one of the most controversial signifiers in managerial debate in the 1980s". Though the term HRM is not considered new in management literature but it gained significance and accepted in serious context only by the late 1980s. Boxall et al. (2003) suggest that HRM has now become the most popular term in the English-speaking world to refer to the activities of management in the employment relationship.
Despite almost three decade of debate and popularity of the term HRM, there is still no such universally accepted and agreed definition of its meaning. Based on majority of literature forwarded by researchers like Fombrun et al. (1984), Beer et al. (1985), Foulkes (1986), Guest (1987), Schuler et al. (1987), the best definition that suits HRM is by Storey (1995), "Human resource management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce using an array of cultural structural and personal techniques."
On the other hand, the history of Personnel Management can be traced back to the end of 19th century. In Britain personnel management very
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