Edwin B Flippo The personnel function is concerned with the procurement, development,

compensation, integration and maintenance of the personnel of an organization for the purpose
of contributing towards the accomplishment of that organizations major goals or objectives.
Therefore, personnel management is the planning, organizing, directing, and controlling of the
performance of those operatives functions

The first definition of HRM is that it is the process of managing people in organizations in a structured
and thorough manner. This covers the fields of staffing (hiring people), retention of people, pay and perks
setting and management, performance management, change management and taking care of exits from the
company to round off the activities. This is the traditional definition of HRM which leads some experts to define it
as a modern version of the Personnel Management function that was used earlier.
The second definition of HRM encompasses the management of people in organizations from a macro
perspective i.e. managing people in the form of a collective relationship between management and employees.
This approach on the objectives and outcomes of the HRM function. What this means is that the HR function in
contemporary organizations is concerned with the notions of people enabling, people development and a focus
on making the employment relationship fulfilling for both the management and employees.
These definitions emphasize the difference between Personnel Management as defined in the second paragraph
and human resource management as described in the third paragraph. To put it in one sentence, personnel
management is essentially workforce centered whereas human resource management is resource
centered. The key difference is HRM in recent times is about fulfilling management objectives of providing and
deploying people and a greater emphasis on planning, monitoring and control.
http://www.managementstudyguide.com/human-resource-management.htm

Edwin Flippo defines- HRM as planning, organizing, directing, controlling of procurement,

development, compensation, integration , maintenance and separation of human resources to the end
that individual, organizational and social objectives are achieved.
The National Institute of Personal Management (NIPM) of India has defined human resources
personal management as that part of management which is concerned with people at work and
with their relationship within an enterprise. Its aim is to bring together and develop into an effective
organization of the men and women who make up enterprise and having regard for the well being of
the individuals and of working groups, to enable them to make their best contribution to its success.
According to Decenzo and Robbins, HRM is concerned with the people dimension 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 is essential to achieve organsational objectives. This is
true, regardless of the type of organization government, business, education, health or social action

Human Resources is one area in the field of Management that changes much more quickly than
most. Health Care legislation, court cases involving social media and scrutiny of public employee

-Fundamentals of Human
Resource Management
unions are a few recent examples.