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How effective are ‘cultural’ and ‘ideological’ perspective in helping to understand the distinct features of national people management practices
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How effective are 'cultural' and 'ideological' perspective in helping to understand the distinct features of national people management practices The concept of HRM emerges in the USA in the 1980's. The term has been used before for over fifty years as an alternative name for personnel management. It is then not a new concept; it is a rethink of approaches toward the management of people. HRM took on a new connotation significantly different from traditional personnel management. It was identified with a strategic approach, linking the management of people to the achievement of business objectives. One definition could be 'a strategic and coherent approach to the management of an organisation's most valued assets - the people working there who individually and collectively contribute to the achievement of its objectives' (See Armstrong 2000 p.6) HRM is then a philosophy of people management based on the belief that human resources...
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