IntroductionHuman resources are the main driver of today's organization in managing employees as a strategic plan as a business objective (Haslinda 2009). The notion of variety related to the theory, perceptiveness and understanding of the evolution of human resources from the tradition of industrial relations (IR) to human resource management (HRM) has emerged to the present day. IR basically had two main divisions: labor management and mutual negotiation, including the employment management method (Kaufman 2001). Personnel management, personnel administration, and labor relations terminology has been used by most writers to represent the era of IR or labor relations. The evolution of terms from both fields initially began in the 19th century with the emergence of HRM terminology as a modern or updated version of personnel management (PM) that was still linked to the same environment (Ackroyd et al. 2005). Furthermore, HRM focuses more on managing employment relationships and determining contracts (Ackroyd et al. 2005). There were many critical opinions or artificial debate concerns about the role of HRM and its predecessor, PM (Storey 2001). One of the articles, Legge (1989), attempted to prescribe the distinction between them based on its content. Therefore, the starting point of this report is to provide an overview of the specific substantive profile between IR (in case of PM) and HRM, especially their distinction and commonality. Overview of PM and HRM As the name suggests, the scope of work of PM is focuses on the employer's objectives, training or efforts to strengthen an effective way of working and places emphasis on individual workers and relationships employer-employee (Kaufman 2001). In corporate environment, it is conceived as management policy...... middle of paper......agement Journal, 2: 60–79.Brewster, C. (1995). Industrial relations and human resources management. Industrielle Beziehungen / German Industrial Relations Journal, Jahrg. 2, H. 4, pp. 395-413Guest, D.E. (1987) 'Human resource management and industrial relations', Journal of Management Studies 24(5), pp. 503–521.Haslinda, A. (2009). Evolving Terms of Human Resource Management and Human Resources, The Journal of International Social Research, Vol 9, Number 2: pp. 180-186. Kaufman, Bruce E. (2001). Human resources and industrial relations: commonalities and differences. Review of human resources management. No.11. p.339-374.Legge, K. (1989) Human resource management: a critical analysis, in Storey, J.(ed.) New perspectives on human resource management, London: Routledge, chapter 9.Storey, J. (1992 ) Developments in human resource management: an analytical review. Cambridge, MA: Blackwell.