personnel management's case study

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The meaning of personnel management (PM) has been debated over for quite some time since the term has been introduced in the 1980s. Basically, PM refers to the management of every group within the workplace. Since the term has been used, it has become the most popular term in the English-speaking world.


These technical activities may include the designing of the selection process, the conduction of collective employment negotiations, the development of training needs analysis and the formation of the equal employment opportunity policies (Boxall and Purcell, 2003). In this perspective, PM is not a process of a single person. Rather, it involves an integrated effort of all responsible and participating groups.
The increasing popularity of PM among organizations led to several theories, concepts and models related to it. In Britain for instance, the academic interest over PM had initiated a debate about the real meaning of the term, including its ideological presuppositions and its consequences for the teaching and practice of industrial relations. According to Storey (1995), PM is a distinctive approach to employment management and that it is a process which seeks to obtain competitive advantage by means of the strategic deployment of a highly capable and committed workforce, utilizing a an integrated array of cultural, structural and personnel techniques (p. 5). Likewise, Guest (1987 and 1990) created an PM model that strongly integrated management approach wherein high levels of flexibility and commitment are sought from a high quality staff. ...
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