Personnel management deals with recruiting, hiring, developing, and compensating employees to achieve organizational objectives. Its functions include operative and managerial roles. Human resource management is the specialized branch of management concerned with acquiring, maintaining, developing, utilizing, and coordinating employees to maximize their contribution to the enterprise. It involves planning human resource needs, selecting, training, evaluating performance, and compensating staff. Originally called personnel management, human resource management is now a formal way of strategically managing people as a key organizational asset.

1. Personnel
Management and
Human Resource
Management
Reporter: Abegail D. Dumaguing

3. Personnel Management is a part of management that
deals with the recruitment, hiring, staffing, development,
and compensation of the workforce and their relation
with the organization to achieve the organizational
objectives. The primary functions of the personnel
management are divided into two categories:
> OPERATIVE FUNCTIONS
>MANAGERIAL FUNCTIONS

4. Human Resource Management is that specialized and
organized branch of management which is concerned with
the acquisition, maintenance, development, utilization and
coordination of people at work, in such a manner that
they will give their best to the enterprise. It refers to a
systematic function of planning for the human resource
needs and demands, selection, training, compensation,
and performance appraisal, to meet those requirements.

6. • Human Resource Management is the advanced version of Personnel
Management.
• Decision Making is slow in Personnel Management, but the same is
comparatively fast in Human Resource Management.
• In Personnel Management there is a piecemeal distribution of
initiatives. However, integrated distribution of initiatives is there in
Human Resource Management.
Major Differences
of Personnel
Management and
Human Resource
Management
• The part of management that deals with the workforce
within the enterprise is known as Personnel Management.
The branch of management, which focuses on the best
possible use of the enterprise’s manpower is known as
Human Resource Management.
• Personnel Management treats workers as tools or
machines whereas Human Resource Management treats it
as an important asset of the organization.

7. • In PM, the pay is based on job evaluation. Unlike HRM, where the basis
of pay is performance evaluation.
• Personnel management primarily focuses on ordinary activities,
such as employee hiring, remunerating, training, and harmony. On
the contrary, human resource management focuses on treating
employees as valued assets, which are to be valued, used and
preserved.
Major Differences
of Personnel
Management and
Human Resource
Management
• In Personnel Management, the basis of job design is the
division of work while, in the case of Human Resource
Management, employees are divided into groups or teams for
performing any task.
• In PM, the negotiations are based on collective bargaining
with the union leader. Conversely, in HRM, there is no need
for collective bargaining as individual contracts exist with
each employee.

8. Human Resource Management was originally known as personnel or people
management. In the past, its role was quite limited. Within any company or
organization, HRM is a formal way of managing people. It is a fundamental part
of any organization and its management.
The main responsibilities of the personnel department include hiring,
evaluating, training, and compensation of employees. The human
resources department deals with any issues facing the staff in their
working capacity within an organization. HR is concerned with specific
work practices and how they affect the organization’s performance.

11. Thank
you