Human Resource Management

1. There were many points addressed by John Storey, David Guest, John Goddard and Barbara Townley about the concepts underpinning the “new” HRM Paradigm. All authors have different concepts of HRM, but all surround the same controversies of not having a definite HRM definition.

John Storey addressed the highly controversial perception of HRM. He talked about the nature, domain, characteristics, reach, antecedents and outcomes and impact of HRM. He speaks about how the early HRM was in crisis and that as time progressed, the “new” HRM was viewed as more stabilized.   The information surrounding HRM has only become more prevalent in the last decade. It helps give shape, direction and meaning to a complex world. Even though the meaning and practice may vary from organization to organization, the idea is worthy of thought. Storey speaks to the key elements of HRM which is an amalgamation of description, prescription and logical deduction. It describes the assumptions of leading edge practitioners. All elements providing a recipe to the best practices in HRM – A persuasive narrative which gives shape, direction and meaning to a complex world.

David Guest speaks of HRM being the American dream.   The growing popularity of HRM depends solely on the involvement of line managers and their involvement in HRM issues. For HRM to have an impact, the techniques should fit into a rational scheme.   The fact that HRM provides “chic” responses to sets of problems makes the HRM model attractive to organizations. The “American dream” of HRM changes as times changes. With different leaders and different organizations, there is not one set of HRM practices that may fit into once context. The dream shifts with organizations, but the overall goal is to find a streamline to help solve often difficult problems. The idea of being a land of opportunity draws on the fact that all employees can achieve great things and that we can all work together to achieve a goal. The “repository” of...