1. Personnel management deals with employees, their payroll and employment laws.

On the other hand, Human Resources Management deals with the management of the work force, and contributes to an organizations success. 2. HRM It basically is Human deals with

developing personnel management skills. Resources Management that develops a team of employees for an organization.

3. While Personnel management is considered to be reactive, Human Resources Management is stated to be proactive. 4. Personnel management focuses on administrating people or employees. On the other hand, the prime focus of Human Resources Development is to build a dynamic culture. 5. Personnel management is

independent from an organization. On the contrary, Human Resources

Management forms an integral part of a company or an organization.

1. Focus: - the focus of personnel management is the organization interest while the human resource management HRM is concerned with the development of individuals. 2. Philosophy: of - human HRM resource represents while management humanization

management

personnel management is concerned with managing personnel.

3. Pervasiveness: - human resource management HRM is concern of all managers from top to bottom in an organization manger. 4. Team work: - human resource management HRM is concerned with working with people while personnel management 5. is administration - human of personnel policies. Motivation: resource management HRM is mainly concerned with motivation, job satisfaction of the employees while personnel management is concerned with recruiting, selecting and appraising employees. while personnel management is the concern of personnel

Psychological Contracts

Another difference between Personnel Management and Human Resource Management is psychological contracts. Personnel management calls for compliance rules which are compulsory whether you are comfortable with them or not while Human Resource Management calls for commitment to the organization.
Controls Systems

Another difference yet between Personnel Management and Human Resource Management is control systems. Personnel management relies more on external controls while Human Resource Management inculcates and

embraces the concept of self control of the employees.

Employee Relations

The fourth difference between Personnel Management and Human Resource Management is the employee relations. Personnel management encourages pluralism which has a very low trust to employees whereas Human Resource Management encourages unitary approach which takes on an individual approach thus has high trust to employees. Structures Structures are the fourth difference between Personnel Management and

Human Resource Management. Personnel management is periogratic and encourages centralization while Human Resource Management is flexible and encourages decentralization. Orientation Another difference between Personnel Management and Human Resource Management is orientation. This is because Personnel management is seen as providing services to the organization like recruitment while on the other side Human Resource Management is seen as contributing value to the business of the organization which is very important. Management of Change

Management of Change is the last difference between Personnel Management and Human Resource Management. This is because Personnel management is considered as supporting change while Human Resource Management is considered as stimulating change for the organization.
1) PM is traditional, routine, maintenanceoriented, administrative function whereas HRD is continuous, on-going development function aimed at improving human processes. 2) PM is an independent function with independent sub-functions. HRD follows the systems thinking approach. It is not considered in isolation from the larger organization and must take into account the linkages and

interfaces. 3) PM is reactive, responding to demands as and when they arise. HRD is proactive, anticipating, planning and advancing continuously. 4) PM is the exclusive responsibility of the personnel department. HRD is a concern for all managers in the organization and aims at developing the capabilities of all line managers to carry out the personnel functions. 5) The scope of PM is relatively narrow with a focus on administering people. The scope of HRD views the organization as a whole and lays emphasis on building a dynamic culture. 6) Important motivators in PM are compensation, rewards, job simplification and so on. HRD considers work groups, challenges and creativity on the job as motivators. 7) In PM improved satisfaction is considered to

be the cause for improved performance but in HRD it is the other way round (performance is the cause and satisfaction is the result).