The three general theories of management; human resource, human relation and human use are in some ways related. However, there are various differences which distinguish the three type of theories. These differences are even noticeable in the definition of each theory of management.
For instance, Human Relation theory of management suggests the study or department that deals with subject of social relations in the place of work giving rise to the philosophy of employee’s motivation, teamwork and communication to enhance employee growth and development. On the other hand, Human Resource is defined as a term that is commonly used to explain all those individuals who are comprised in an organization’s workforce involved in hiring, staffing, recruiting, coordination, directing among other functions. However, Human use theory of management can be defined as the guidance and direction of people in the organization in relation to their behavior, numbers, type and amount of infrastructure they need, and how they do their role/duties or activities (Parks Canada 1).
One other major difference in the three theories is that, Human Resource handles those employees that are in within the organization/corporation, Human Relation handles employees outside the organization/corporation while Human Use theories can handle both but in most cases, it handles employees in within the organization.
Human Relation theory and Human use theory are all more focused on increased productivity in the workplace. However, Human Relation is more focused on ensuring that employees are given a satisfying and enough environments to keep them happy for organizational benefit through improved employee productivity other than personal growth. Human use ensures both personal growth and personal increased productivity. However, despite this also being a factor, Human Resource is more focused on the organizational/firm’s climate. It first improves/benefits the employees before it can benefit the organization through such things as health benefits, better working atmosphere, vacations, among others. Although these functions are almost similar, each management theory focuses on one type of ideal.
The Human Resources theory and Human Use approach are said to continue the Human Relations propensity to treat various types of organizations as being similar. Moreover, while Human Resource’s puts emphasis on employee’s participation in the decision making of an organizational, Human Resource theory approach doesn’t explain the politics and pragmatics that are involved while establishing employees’ voice (The Dancing Nancy 1). Human relation on the other hand has various pragmatics for voicing employees concern while Human Use theory on the other hand does not and is seen by employees as limiting their freedom.
The Dancing Nancy. Human Relations vs. Human Resources. 2007. Web. 6th April. 2011.
Parks Canada. Effective Human Use Management. 2009. Web. 6th April 2011.