In this context, lets first review the differences and similarities of Personnel Management and Human Resource Management.

Probably, the people behind personnel management and human resource management are the personnel manager and the human resource manager. By their functionalities we may be able to identify their differences and similarities. The function of a personnel manager usually begins with the staffing process. The manager may be focused on screening and interviewing applicants, with an eye to placing individuals with the right skill sets in the right position within the company. Along with placement, the HR manager may also oversee, or at least be involved in, the creation of entry level training programs, as well as continuing education opportunities for existing employees. Determining company policies and procedures as they relate to personnel is another important aspect of the personnel management process. HR functions often include drafting vacation, sick leave, and bereavement policies that apply to all employees. The personnel management team is also often responsible for managing any healthcare program provided to the employees as well. One aspect of company organization that needs the input of effective personnel management is the drafting of a company handbook. Establishing operation policies and procedures, requirements for employment, commendation and disciplinary procedures, and even something as simple as a dress code has to be compared with state and federal guidelines before the handbook is ready for release to the company at large. Personnel managers and the HR staff are ideal for drafting and reviewing the company handbook. Sometimes overlooked in the course of personnel management is the emotional welfare of the employees. Increasingly, more personnel managers understand that a well-adjusted employee is an asset to the company. To this end, many people in charge of personnel management try to provide opportunities for employees who are in need of counseling to receive support from the company. This support often involves scheduling time during working hours for the counseling sessions, and perhaps picking up the cost if insurance does not cover counseling. As with continuing educational programs, counseling is seen as another way that the company invests in the future relationship between the employee and the employer. A good HR manager understands this and will strive to make sure this sort of support is available. Depending on the size of the organization, it may be possible for one person to handle all personnel management functions. As a company grows, it may be necessary to expand from a single personnel manager to a full-fledged personnel management, or Human Resources team. By understanding the needs of the company at each point in its growth, management can readily see to the addition to the Human Resources team over time. Definitions of Personnel Management may somehow differ depending on a field it is concerned, and these are the following: Administrative discipline of hiring and developing employees so that they become more valuable to the organization. It includes (1) conducting job analyses, (2) planning personnel needs, and recruitment, (3) selecting the right people for the job, (4) orienting and training, (5) determining and managing wages and salaries, (6) providing benefits and incentives, (7) appraising performance, (8) resolving disputes, (9) communicating with all employees at all levels. Source: http://www.businessdictionary.com/definition/personnel-management.html The part of management that is concerned with people and their relationships at work. Personnel management is the responsibility of all those who manage people, as well as a description of the work of specialists. Personnel managers advise on, formulate, and implement personnel policies such as recruitment, conditions of

employment, performance appraisal, training, industrial relations, and health and safety. There are various models of personnel management, of which human resource management is the most recent. Source: http://dictionary.bnet.com/definition/Personnel+Management.html Within organizations that employ people, this is the function with policy responsibility for the selection and recruitment of staff, training, performance assessment, career development, disciplinary proceedings, pre-retirement advisory work, equal opportunities policies, pay bargaining, and industrial relations. In small organizations these functions may be combined with other management responsibilities; in large organizations a substantial separate department may be involved in setting policy, its implementation, and in keeping up to date with developments in labor law. In recent years the newer alternative term 'human resource management' has come into use, reflecting the increased importance of this function in labor-intensive service-sector industries. Source: http://wiki.answers.com/Q/Definition_of_personnel_management Planning, organizing, and administering all activities related to personnel. Source: http://www.biology-online.org/dictionary/Personnel_management Skills in communicating effectively, developing teams, managing diversity, managing conflict, delegating responsibility, coaching and training, giving and receiving constructive feedback, and motivating and guiding either individuals or groups to achieve specific goals. Source: http://www.cedanet.com/meta/personnel_management.htm Definition of Human Resource Management Human Resource Management (HRM) is the function within an organization that focuses on recruitment of, management of, and providing direction for the people who work in the organization. Human Resource Management can also be performed by line managers. Source: http://humanresources.about.com/od/glossaryh/f/hr_management.htm "Human resource management is responsible for how people are treated in organizations. It is responsible for bringing people into the organization, helping them perform their work, compensating them for their labors, and solving problems that arise" (Cherrington, 1995, p. 5). There are seven management functions of a human resources (HR) department that will be specifically addressed: staffing, performance appraisals, compensation and benefits, training and development, employee and labor relations, safety and health, and human resource research. Source: http://www.answers.com/topic/human-resource-management A model of personnel management that focuses on the individual rather than taking a collective approach. Responsibility for human resource management is often devolved to line management. It is characterized by an emphasis on strategic integration, employee commitment, workforce flexibility, and quality of goods and services. Source: http://dictionary.bnet.com/definition/human+resource+management.html Administrative activities associated with human resources planning, recruitment,

selection, orientation, training, appraisal, motivation, remuneration, etc. HRM aims at developing people through work. Source:http://www.businessdictionary.com/definition/human-resource-managementHRM.html Human Resource Management (HRM) involves all management decisions and practices that directly affect or influence people, or human resources, who work for the organization Source:http://books.google.com.ph/books?id=kUZx2l3atyAC&pg=PA32&lpg=PA32&dq=definit ion+of+human+resource+management&source=bl&ots=4Dcr0CQMk7&sig=OL9CnYbD3ZVjQrCXZPFek W1pdm8&hl=tl&ei=hkLDSpuHAYrIsAO497DAAg&sa=X&oi=book_result&ct=result&resnum=3&ved=0 CA8Q6AEwAjge#v=onepage&q=definition%20of%20human%20resource%20management&f=false Term that is replacing personnel management and implying that personnel managers should not merely handle recruitment, pay, and discharging, but should maximize the use of an organization's human resources. Source:http://www.allbusiness.com/glossaries/human-resources-managementhrm/4959860-1.html HRM is a series of integrated decisions that form the employment relationships; their quality contributes to the ability of the organizations and the employees to achieve their objectives. HRM is concerned with the people dimensions 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 are essential to achieving organizational objectives. This is true, regardless of the type of the organization government, business, education, health, recreational, or social action. HRM planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are accomplished. Source: http://www.docstoc.com/docs/10373623/HUMAN-RESOURCE-MANAGEMENT