Answer #1

For most people, it is difficult to tell personnel management apart from HRM. In fact, we end up using these terms interchangeably. Discussed here are the differences between these terms that are closely related to the workforce in an organization.
1. Nature
The work done by personnel management borders much more administrative duties. In general, personnel management engages with workers, their employment laws and their payroll as well. However, HRM deals with how the workers are managed. It contributes to the success of a business . The main focus of personnel management in an organization is essentially to administrate the workers. Conversely, human resources aims to create a dynamic work culture.
2. Responsibility
HRM has more responsibilities as compared to personnel management. Actually, it is believed that HRM works to incorporate and also develop the management skills of the workers. It is the HRM that is responsible for recruiting and developing workers for a company.
3. Approach
Personnel management works in a reactive manner. This means that it acts on demands and concerns once they have been presented. In contrast, HRM uses a proactive approach because it is responsible for the continual development of functions and policies for enhancing the workforce of an organization. As such HRM makes an essential part of any organization or company. However, personnel management could even be independent from the main organization.
4. Motivation
Both departments offer motivation in their own ways. Personnel management usually motivates the workers using rewards, bonuses and compensations. In contrast, HRM tends to offer motivation through using human resources, effectual methods for solving problems, job creativity and work groups.

Both personnel management and HRM are vital to the success of any company. They work together to make certain that all workers are well taken care of and motivated at all times.

Answered By: daniel [554 ]