Pros And Cons Of HRM
1.1
Even though personnel management shares the same policies with HRM on some of the key issues – which is the natural concern for the people and their needs, together with finding productive means to select, train, appraise, develop and reward them – there are some of the points which is not the same. Traditional personnel management bears to be parochial, conation to influence the line managers, while HRM is unified into the role of line managers, favoritism towards business. Personnel management has a background of placing priority on bureaucratic control often in a reactive sense, for example the control manpower and its personnel system. Some of this process was not all negative in a societal sense; for example the efforts against discrimination based on their sex or even ethnic origin. Much different legislation also had an effect on practice. For example, the equal pay act (1970) (amended in 1983) led to a growth in job evaluation in order to establish that the people are doing the same type of job would be uniformly rewarded. However, some would argue that personnel management represented a highly compartmentalized system, with thinking to match.
By contrast, as the discourse on HRM in the following area will appear, HRM tries to be a more integrative component in carrying individuals issues into line with business issues, with an affirmed issue looking for and critical thinking
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ω There is a set of components that indicate the degree of commitment a company has towards HR strategies.
ω When a company has a high commitment to HR strategy it is argued that human resources can create high levels of uncertainty for its managers.
ω The organization cultures within Cadbury Schweppes indicate that the company has shared values and an emphasis on problem
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