Presents the concept of human potential management (HPM) and argues that the old concept of human resource management (HRM) should be replaced by HPM. Argues that treating human beings as a resource to be used, utilized or manipulated like any other resource is demeaning. Further, with the increasing number of highly skilled knowledge workers, resentment of the word "resource" is likely to increase, since knowledge workers are inclined to be hostile to manipulation. They would prefer the organization to enable them to fulfil their true potential and, in so doing, help the organization to achieve its objectives. Also presents a definition of HPM and highlights the features which differentiate it from HRM.

No abstract

The study traces out the adolescence experience of high and low achievers of an organization. The high achievers were those who had joined the organization as clerks and risen to senior managerial positions, whereas low achievers were those who joined with “highs” as clerks and remained clerks even after 15 years of service. A life history questionnaire method was used for the study, and 150 respondents (75 “highs” and 75 “lows”) were extensively interviewed about various aspects of their adolescence. The findings in this paper indicate that high achievers were encouraged to have their independent opinions and had achievement oriented future plans during their adolescence.

No abstract

No abstract