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The personnel management task processing routines , such as recruitment , promotion, dismissal, and medical treatment , vacations , and adjust attendance ... etc. .While the human resources management does not consider the employee's salaried employer , but the word resources means that the employee is the origin of important assets of the company , it is the most important assets of the company , no less important than any other origin , such as the company's assets fixed , or privileges , or relationships with others , or intellectual property rights ... etc.
Therefore, it is clear that the perception of the employee differ between the two cases .Does not stop the difference in labeled at that point, Human resources are not automatically mean adding activities concerned with the development of the employee , such as a training activity , and develop a plan for administrative development , and career progression , or what is known as (Career Path Plan is clear from this that the difference between the two concepts ( personnel , vs. human Resources ) , the former is at best neutral toward the employee , while the second expresses the special attention the employee .
Personnel management is the old concept. Human resource management is the new concept. In HR management human resource is above all resources .It is the prime resource. It should be treated differently compared to other resources. Trained and productive human resorce is scarce though unskilled labour may be in abundance especialy in the South Asian region. Even in special economic Zones where labour unrest is banned there is high attrition rate among the trained work force. The main job of the HR dept is to retain and enhance talent in the organisation by persuation and incentives /recognition in the short run and unbiased ijp(internal job posting) promoyions and PMS ratings in the long run. Under personnel management a man is just like any other resorce.
HR, just like any other profession went through some phases of change in other to meet up with the demands of the contemporary world today and for competitive advantage. Personnel Management is the old concept of managing employees within an organsition. In other to meet up with the contemporary world challenges, Personnel Management went through a transition that brought about the new ways of managing employees in an organsition which came to be known as Human Resource Management. The difference between personnel management and Human Resource Management is that, Personnel Management uses a hard approach of managing employees, it sees employees as part of the company's resources, it seeks compliance from employees i.e.strict adherance to policy rather than their commitments and it is reactive in nature. While on the other Hand, Human Resource Management adapt a soft approach of managing employees, it sees it's employees as assets for adding value to the organizations competitive advantage, it seeks commitment from its employees rather than their compliance and it is proactive in nature.
Human resource management is the new version of personnel management. There is no much difference between human resource management and personnel management. However, there are some differences in the following matters.
1. Personnel management is a traditional approach of managing people in the organization and focus on personal files and admin activities. Human resource management is a modern approach of managing people and their strengths, motivating, rewards and reorganization, analyzing training gaps, fun events and all this revolves around attracting top Talent and managing attrition level of organizations, which is very important for organization today due to competition in market,
Well the previous answers have explained a segnificant part of the differences. However, knowing that personnel management is the source of which human resources management emerged is a one sided answer. HR has extended the legal rights of employees to further establish a better business environment and therefore better productivity and proficiency. For instance, the HR system added value to employee by organizing the compensation system in the corporate level, it also invented the praisal system that wasn't exsist in the personnel management. Moreover, HR being merely employee focused, from a human behaviors standpoint, its legal laws improved to cover areas such as sexual harrasment and gender inequality, for example the "glass cieling idology" commonly practiced in the corporate world, mainly against women and homosexuals. This topic is extensive in research and lots of related articles availible online for further reading.
Likewise other professions the field of HR has been passes through various stages from the birth of administration in churches to contemporary HR Business partnering concept it has various stages and during50-60s there was personnel management system. The core aim was to serve the personnel in the organization and the main thrust was to play the role of supportive function for the rest of the organization and core activities was like maintaining personnel files, taking care of their salaries, managing the various documents etc. Now the shift is toward HRM or Strategic HR Management and the at least one is Business Partnering Model and here the expectation from the HR is to work like partner in the assigned role and this require a solid experience in related role, through business knowledge which was previously ignored and taking of pain with business heads to bring quality resource and profitability to the business.
