1   Abstract

The objective of this paper is to develop a conceptual understanding of the quote from Tom Keenoy that HRM’s main purpose is to “provide a legitimate management ideology to facilitate the intensification of work”. To achieve this objective, the meaning, historical development and theoretical underpinnings of HRM are outlined. A range of arguments about trends in human resource management (HRM) is explored here, contrasting evidence in evaluating the state of HRM is provided. A mixed but overall positive picture of the state of HRM is given. The problems of analysing employee views of HRM, to address arguments with evidence, are also considered.

 

2   The Historical Background of HRM

The term HRM was initially used by some American firms before any theory of HRM was developed. This was probably due to the ideas proposed by economists such as Gary Becker about people as human capital (Hendry, 1995). However, the large scale adoption of HRM titles and practice first in America and later UK and internationally signaled larger ambitions .  Hendry (1995) explains that HRM was born out of perceived failure by American industry and management in the face of Japanese competition in international and domestic markets.

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discuss upon human resource management