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In this context, lets first review the differences and similarities of Personnel

Management and Human Resource Management. Probably, the people behind personnel

management and human resource management are the personnel manager and the human

resource manager. By their functionalities we may be able to identify their

differences and similarities.

The function of a personnel manager usually begins with the staffing process. Themanager may be focused on screening and interviewing applicants, with an eye to

placing individuals with the right skill sets in the right position within the

company. Along with placement, the HR manager may also oversee, or at least be

involved in, the creation of entry level training programs, as well as continuing

education opportunities for existing employees. Determining company policies and

procedures as they relate to personnel is another important aspect of the personnel

management process. HR functions often include drafting vacation, sick leave, and

bereavement policies that apply to all employees. The personnel management team is

also often responsible for managing any healthcare program provided to the

employees as well.

One aspect of company organization that needs the input of effective personnel

management is the drafting of a company handbook. Establishing operation policies

and procedures, requirements for employment, commendation and disciplinary

procedures, and even something as simple as a dress code has to be compared with

state and federal guidelines before the handbook is ready for release to the

company at large. Personnel managers and the HR staff are ideal for drafting and

reviewing the company handbook. Sometimes overlooked in the course of personnel

management is the emotional welfare of the employees. Increasingly, more personnel

managers understand that a well-adjusted employee is an asset to the company. To

this end, many people in charge of personnel management try to provide

opportunities for employees who are in need of counseling to receive support from

the company.

This support often involves scheduling time during working hours for the counseling

sessions, and perhaps picking up the cost if insurance does not cover counseling.

As with continuing educational programs, counseling is seen as another way that the

company invests in the future relationship between the employee and the employer. A

good HR manager understands this and will strive to make sure this sort of support

is available. Depending on the size of the organization, it may be possible for one

person to handle all personnel management functions. As a company grows, it may be

necessary to expand from a single personnel manager to a full-fledged personnel

management, or Human Resources team. By understanding the needs of the company at

each point in its growth, management can readily see to the addition to the Human

Resources team over time.

Definitions of Personnel Management may somehow differ depending on a field it is

concerned, and these are the following:

Administrative discipline of hiring and developing employees so that they become

more valuable to the organization. It includes (1) conducting job analyses, (2)

planning personnel needs, and recruitment, (3) selecting the right people for the

job, (4) orienting and training, (5) determining and managing wages and salaries,

(6) providing benefits and incentives, (7) appraising performance, (8) resolving

disputes, (9) communicating with all employees at all levels.

Source: http://www.businessdictionary.com/definition/personnel-management.html The part of management that is concerned with people and their relationships at

work. Personnel management is the responsibility of all those who manage people, as

well as a description of the work of specialists. Personnel managers advise on,

formulate, and implement personnel policies such as recruitment, conditions of

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employment, performance appraisal, training, industrial relations, and health and

safety. There are various models of personnel management, of which human resource

management is the most recent.

Source: http://dictionary.bnet.com/definition/Personnel+Management.html Within organizations that employ people, this is the function with policyresponsibility for the selection and recruitment of staff, training, performance

assessment, career development, disciplinary proceedings, pre-retirement advisory

work, equal opportunities policies, pay bargaining, and industrial relations. In

small organizations these functions may be combined with other management

responsibilities; in large organizations a substantial separate department may be

involved in setting policy, its implementation, and in keeping up to date with

developments in labor law. In recent years the newer alternative term 'human

resource management' has come into use, reflecting the increased importance of this

function in labor-intensive service-sector industries.

Source: http://wiki.answers.com/Q/Definition_of_personnel_management Planning, organizing, and administering all activities related to personnel.Source: http://www.biology-online.org/dictionary/Personnel_management Skills in communicating effectively, developing teams, managing diversity,

managing conflict, delegating responsibility, coaching and training, giving and

receiving constructive feedback, and motivating and guiding either individuals or

groups to achieve specific goals.

Source: http://www.cedanet.com/meta/personnel_management.htmDefinition of Human Resource Management

Human Resource Management (HRM) is the function within an organization that

focuses on recruitment of, management of, and providing direction for the people

who work in the organization. Human Resource Management can also be performed by

line managers.

Source: http://humanresources.about.com/od/glossaryh/f/hr_management.htm "Human resource management is responsible for how people are treated in

organizations. It is responsible for bringing people into the organization, helping

them perform their work, compensating them for their labors, and solving problems

that arise" (Cherrington, 1995, p. 5). There are seven management functions of a

human resources (HR) department that will be specifically addressed: staffing,performance appraisals, compensation and benefits, training and development,

employee and labor relations, safety and health, and human resource research.

Source: http://www.answers.com/topic/human-resource-management A model of personnel management that focuses on the individual rather than taking

a collective approach. Responsibility for human resource management is often

devolved to line management. It is characterized by an emphasis on strategic

integration, employee commitment, workforce flexibility, and quality of goods and

services.

Source: http://dictionary.bnet.com/definition/human+resource+management.html

Administrative activities associated with human resources planning, recruitment,

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selection, orientation, training, appraisal, motivation, remuneration, etc. HRM

aims at developing people through work.

Source:http://www.businessdictionary.com/definition/human-resource-management-

HRM.html Human Resource Management (HRM) involves all management decisions and practicesthat directly affect or influence people, or human resources, who work for the

organization

Source:http://books.google.com.ph/books?id=kUZx2l3atyAC&pg=PA32&lpg=PA32&dq=definit

ion+of+human+resource+management&source=bl&ots=4Dcr0CQMk7&sig=OL9CnYbD3ZVjQrCXZPFek

W1pdm8&hl=tl&ei=hkLDSpuHAYrIsAO497DAAg&sa=X&oi=book_result&ct=result&resnum=3&ved=0

CA8Q6AEwAjge#v=onepage&q=definition%20of%20human%20resource%20management&f=false Term that is replacing personnel management and implying that personnel managers

should not merely handle recruitment, pay, and discharging, but should maximize the

use of an organization's human resources.

Source:http://www.allbusiness.com/glossaries/human-resources-management-

hrm/4959860-1.html HRM is a series of integrated decisions that form the employment relationships;

their quality contributes to the ability of the organizations and the employees to

achieve their objectives.

HRM is concerned with the people dimensions in management. Since every

organization is made up of people, acquiring their services, developing their

skills, motivating them to higher levels of performance and ensuring that they

continue to maintain their commitment to the organization are essential to

achieving organizational objectives. This is true, regardless of the type of the

organization government, business, education, health, recreational, or social

action.

HRM planning, organizing, directing and controlling of the procurement,

development, compensation, integration, maintenance and separation of human

resources to the end that individual, organizational and social objectives are

accomplished.

Source: http://www.docstoc.com/docs/10373623/HUMAN-RESOURCE-MANAGEMENT