2. Personnel management can be defined as obtaining, using and
maintaining a satisfied workforce. It is a significant part of management
concerned with employees at work and with their relationship within the
organization.

3. “Personnel management is the planning, organizing,
compensation, integration and maintenance of people for
the purpose of contributing to organizational, individual
and societal goals.”

4. , “Personnel Management is that part which is
primarily concerned with human resource of
organization.”

7. The reason being that there strategies are ongoing and
they constantly work towards managing and developing an
organizations workforce. It can be seen as Proactive
because of their continuous development and functions to
improve the company's workforce

9. Human Resource Management is the type of Management
where almost everybody in Managing Position can play a
part in Training and Development. They aim to have many
different Managers in various departments with the
necessary skills to handle employee tasks at hand

11. "When a difference between personnel management and
human resources is recognized, human resources is
described as much broader in scope than personnel
management

12. Human resources is said to incorporate and develop personnel
management tasks, while seeking to create and develop teams of
workers for the benefit of the organization. A primary goal of
human resources is to enable employees to work to a maximum level
of efficiency

13. Personnel management can include administrative tasks that are both
traditional and routine. It can be described as reactive, providing a response
to demands and concerns as they are presented. By contrast, human
resources involves ongoing strategies to manage and develop an
organization's workforce. It is proactive, as it involves the continuous
development of functions and policies for the purposes of improving a
company's workforce. Personnel management is often considered an
independent function of an organization. Human resource
management, on the other hand, tends to be an integral part of overall
company function.

14. HUMAN RESOURCE MANAGEMENT V/s PERSONNEL MANAGEMENT
HRM PM
•HRM is proactive in nature. It is
not only concerned with the present
organizational conditions but
foresees future necessities and then
acts appropriately.
•HRM as a resource centered
activity focuses more on the
managerial aspects in terms of
delegating the responsibility of
HRM to line authority and
management development.
•PM is mainly reactive in nature.
It satisfies itself by ensuring
peaceful measure management
relations in the present.
•PM which is employee centred ,
aims at hiring, training,
compensating, and maintaining the
existing force of the organization.

15. •HRM emphasizes open minded
contracts, which can be modified
depending upon the demand of the
business. Management assumes the
responsibility to motivate the
employees and constantly inspires
performance based upon team spirit.
•HRM is based on the principle that
better performance itself is a cause of
job satisfaction and morale.
•PM emphasizes the strict
observance of defined rules,
procedures, and contracts that
govern the relationships between the
workforce and the management; for
example collective bargaining and
employment contracts.
•PM considers job satisfaction and
morale as a source of better
performance. It works on the
foundation that a contended
worker is a productive worker.
HRM PM