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In the 1960s employment laws were passed to create growth in the personnel function which meant PM had to evolve. In the 1970s further legislation was passed promoting sexual equality and standards in the work place which encouraged further development and at this stage the role of PM was as a mediator between management and employees. PM had a very low power base within business and was often referred to as the ‘trashcan’ as every undesirable job an organisation had to undertake was dumped on PM. For example PM would be left to explain management’s decisions to angry employees or fight management’s corner in disputes with workers unions...
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Common topics in this essay:
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- "Human Resource Management advocates the devolution of people management from the Human Resource function to line management. However, research shows that this is difficult to achieve in practice (Gratton et al, 1999.) Discuss why this is the case...
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- Trace The Development Of Strategic Human Resource Management From The Resource Based View Of The Firm. How Does The Resource Based View Of The Firm Facilitate And Inhibit The Actual Practice Of Strategic Human Resource Management.
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