IntroductionHuman resources are the main drivers of today's organization in employee management as a strategic plan as an objective of the company (Haslinda 2009). The notions of variety linked to the theory, perception and understanding of the evolution of human resources, from the tradition of industrial relations (IR) to human resource management (HRM), have transpired until the present day . IR was basically divided into two main divisions: labor management and mutual negotiation, including employment management method (Kaufman 2001). The terminology of personnel management, or personnel and labor relations administration, has been used by most authors to represent the IR or labor relations era. The evolution of terms in both fields initially began in the 19th century with the emergence of HRM terminology as a modern or updated version of personnel management (PM) which was still linked within the same environment (Ackroyd and al. Furthermore, HRM is more concerned with the management of employment relations and the determination of contracts (Ackroyd et al. 2005). Many critical views or contrived debates have raised concerns about the role of HRM and its predecessor, PM (Storey 2001). One of Legge's (1989) articles 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 substantive outlines specified between IR (in the case of PM) and HRM, particularly their distinction and commonalities. Overview of PM and HRM As the name suggests, the scope of PM work focuses on employers' goals, training, or efforts to reinforce an efficient way of working and emphasizes individual workers and employer-employee relations (Kaufman 2001). In the business environment, it is conceived as a management policy...... middle of article ......agement Journal, 2: 60–79.Brewster, C. (1995) . Industrial relations and human resources management. Industrielle Beziehungen / German Journal of Industrial Relations, Jahrg. 2, H. 4, pp. 395-413Guest, DE (1987) “Human resource management and industrial relations”, Journal of Management Studies 24(5), pp. 395-413. 503-521. Haslinda, A. (2009). Evolution of the terms of HRM and DRH, 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 resource 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.