PM to HRM – Rebranding or A New Label?

Eno A. Maycock, Erefagha Allaputa, G. D. Waripanye, R. Geraghty, S. Chikafa

    Research output: Contribution to journalArticle

    Abstract

    This paper examines what is new in the concept of HRM in comparison to PM in organisations. It took an in-depth look at the transition from Personnel Management to Human resource management, showing that HRM is not different from PM but just an improvement to the traditional PM practices. Understanding the issues that led to HRM developments will make it easier to dispel any contention that they are two different ideologies. The paper went further to look at the evolution of PM as well as HRM, and evaluates current Human resource management practices within some organisations. This paper presented an empirical study using in-depth research and review of current literature to identify the current state of knowledge and to outline some of the opposing positions that are being expressed by the various schools of thought.
    Original languageEnglish
    Pages (from-to)14-21
    JournalIOSR Journal of Business and Management
    Volume17
    Issue number6 Version 1
    DOIs
    Publication statusPublished - Jun 2015

    Bibliographical note

    The full text is also available from: http://www.iosrjournals.org/iosr-jbm/papers/Vol17-issue6/Version-1/B017611421.pdf

    Keywords

    • Human Resource management
    • Personnel Management

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  • Cite this

    Maycock, E. A., Allaputa, E., Waripanye, G. D., Geraghty, R., & Chikafa, S. (2015). PM to HRM – Rebranding or A New Label? IOSR Journal of Business and Management, 17(6 Version 1), 14-21. https://doi.org/10.9790/487X-17611421