Paper Topic:

discuss the difference between traditional personnel management and humar resource management

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Traditional Personnel Management and Human Resources Management

Personnel management was the previous trend in the nineteenth century before it evolved into human resources management . Personnel managers during that time were called welfare officers ' Welfare officers became active in the work environment due to the harsh conditions that employees are experiencing . Primarily , labor unions and organizational movements influenced the emergence of welfare officers who were mostly female . Their goal was to defend the rights of the female population from injustices brought about by organizations

and companies (CIPD

After World War I , the role of welfare officers as personnel managers evolved , as the responsibility of handling absenteeism , recruitment and hiring , talks about bonuses and wages , etc . The most important role of personnel management in the 1920 's was to handle negotiations between the management and the staff over wage disputes . At this point in time business organizations and companies have begun listening to the concerns of staff members . Since companies are suffering from losses due to absenteeism and lack of work force , they also started addressing the concerns of their staff by developing benefit programs that are proven to entice applicants , and retain staff members (CIPD

In the latter part of the 1970 's , several changes brought about by post-World War II and the prevalence of unions , influenced the added roles of personnel management . Personnel management was tasked to take on five roles such as collective bargaining , legislation , bureaucracy social conscience and business , and growing performance improvement . In collective bargaining , personnel management handles communication and negotiations between the business organization or company and the staff Personnel management focuses most on unions , and has studied several strategies and practices in establishing communication lines with them Legislation involves the understanding of current situation of the working environment and implementing legislations that follows moral and ethical principles in the workplace and setting limits in the responsibilities of personnel management . The bureaucratic role of personnel management looks to handle specific needs and problems in the workplace such as setting rules and guidelines that staff should follow Social conscience is all about establishing mores and norms within the working environment . Lastly , the role of personnel management for growing performance improvement promotes professional development and strategies in career improvements (CIDG

Personnel management , born out of need to protect the rights of the workers , seemed to be unimportant during the early years of the nineteenth century . Business organizations and companies often disregarded the need for personnel management , which caused them the loss in work force and labor . Moreover , the roles of personnel management were ambiguous until the latter part of the 1970 's when roles were assigned to them . The structure of personnel management at that time was also disorganized , such that there were no set rules or standards for them . This was about to change , however , when , due to changes in trends , personnel management shifted to human resources management

The term human resources management was coined in 1980 . The increase in labor unions...

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