In this assignment, I intend to describe the development of personnel management (PM) and human resource management (HRM). Briefly describe their evolution and the role they play in the workplace today. I will then discuss the role played by HRM in changing management's approaches to employment, before finally hypothesizing about the future direction of HRM. PM dates back to the end of the 18th century and the industrial revolution in England. However, for the purposes of this assignment, my analysis will begin much later, after World War II (WWII). World War II created a massive demand for labor and particularly for personal specialists. It was at the end of 1946 that these specialists created the Institute of Personnel Management (IPM). In the 1960s, labor laws were passed to create growth in the personnel function, which meant PM had to evolve. In the 1970s, further laws were passed to promote gender equality and workplace standards, which encouraged further development. At this stage, the role of the Prime Minister was that of mediator between management and employees. PM had a very weak power base within the company and was often referred to as "trash" because every unwanted job an organization had to take on was dumped on PM. For example, the prime minister would be obliged to explain management decisions to angry employees or defend management's position in conflicts with worker unions. This meant that a lot of the work PM did was reactive, and they also had to work primarily with the soft S: staff and support, and most of their work was done on a short-term basis. The PM was never fully identified with management, showing his lack of importance and respect for and towards the companies respectively. The 1980s and 1990s saw a radical...... middle of paper ......anizations to meet the changing demands of the business world. global business market with ease. Embracing their new relationship with employees has allowed them to reap the benefits of a happier, more productive workforce. If HRM can maintain its current position, then it can become stronger, as technological and communication developments continue unabated. HRM can continue to evolve and improve. HRM has become an integral part of an organization's arsenal, with a good HR department, businesses should be able to grow and succeed by taking all the issues related to running a business in its stride. BibliographyBratton j, Gold j (2003) Human Resource Management Theory and Practice 3rd edition, Palgrave McMillan.Gross r (1996) Psychology the Science of Mind and Behavior 3rd edition, Hodder & Stoughtonwww.wikipedia.org/wiki/human_resource_management