This dissertation was written as part of the MSc in Management at the International Hellenic University. It has been argued over decades now that Human Resource (HR) philosophy needs to change and set a new mission. Upgrade itself by adding to its established administrative functions, a strategic sense is what next generation-theories seem to favour. In other words, the transition of the traditional Personnel Management (PM) practices to the modern concept of Human Resource Management (HRM) seems inevitable considering today’s challenges. During this thesis a comparison of PM and HRM will be presented, stressing the debate over the “rhetoric” of HR academics and the “reality” in the organizations by focusing on the Hellenic HR departments. The key-reference points that are used as differentiators in the examined terminology are focused on the strategic nature of HRM and its influence on managing people so as to attain competitive advantage. Opposing to many scholars’ perceptions, it will be stressed that the revolutionary term HRM brings indeed something new to the table and that is focused on the view to establish integration between “man and organization”, “man and task” and “man and man” (Tapomoy, 2006). The research methodology involves the interview technique. The results of the implemented research reveal that the Hellenic HR departments tend to focus on the PM policies and final recommendations are made so as to improve people management’s functions.
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