Before HR management the closest comparable function was the personnel department. Personnel managers and their departments were mostly responsible for recruitment, remuneration, leave administration and disciplinary matters. People development was seen to be the domain of the training manager not the personnel manager.

Whilst HR management may have its roots in personnel management its orientation is consistent with other recent management methods, for example, often HR management sits at the heart of initiatives such as culture change, total quality management and business process re-engineering. All these initiatives have their own separate objectives but each have some processes and objectives in common with HR management.

Today the true worth of HR management (and HR management development) is becoming more widely understood as HR management steadily interweaves all aspects of people management and development.

The philosophy of HR management is based on the simple belief that human resources are the most important asset in achieving and sustained business success. This realisation became the driving force behind the creation of HR management resulting in organisations taking a strategic approach to the management of their people. In this way HR management linked the human resource asset to the achievement of business objectives. Since this conceptual realisation HR management and HR management development has become increasingly influential in the way it fashions and then implements corporate strategy.

To deliver high organisational performance HR management practices have to be connected to corporate strategy. The existence of a personnel director (or similar) is a good indicator that HR management decisions are now being taken into account in major corporate strategic decisions. However, it is often difficult to establish effective HR management processes, systems, knowledge and skills at local levels if the organisation is large and diversified. Yet in highly competitive environments, and escalating change, the effective management and motivation of employees will be vital for future survival and success. HR management therefore is becoming an unstoppable driving force, or would be if managers in turbulent environments prioritised HR management and HR management development issues.