Personnel Management - Personnel Management is thus basically an administrative recordkeeping function, at the operational level. Personnel Management attempts to maintain fair terms
and conditions of employment, while at the same time, efficiently managing personnel activities
for individual departments etc. It is assumed that the outcomes from providing justice and
achieving efficiency in the management of personnel activities will result ultimately in achieving
Human Resource Development - Human resource management is concerned with the
development and implementation of people strategies, which are integrated with corporate
strategies, and ensures that the culture, values and structure of the organisation, and the quality,
motivation and commitment of its members contribute fully to the achievement of its goals.
HRM is concerned with carrying out the SAME functional activities traditionally performed by the
personnel function, such as HR planning, job analysis, recruitment and selection, employee relations,
performance management, employee appraisals, compensation management, training and
development etc. But, the HRM approach performs these functions in a qualitatively DISTINCT
way, when compared with Personnel Management.
HRM is more proactive than Personnel Management. Whereas personnel management is
about the maintenance of personnel and administrative systems, HRM is about the
forecasting of organisational needs, the continual monitoring and adjustment of personnel
systems to meet current and future requirements, and the management of change.
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