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 enterprises 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 organisation.
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.
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 exists with each
employee.
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.

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Personnel management is a traditional approach of managing people in the
organization. Human resource management is a modern approach of managing
people and their strengths in the organization.
2. Personnel management focuses on personnel administration, employee welfare
and labor relation. Human resource management focuses on acquisition,
development, motivation and maintenance of human resources in the organization.
Also Read: Concept And Meaning Of HRM
3. Personnel management assumes people as a input for achieving desired output.
Human resource management assumes people as an important and valuable
resource for achieving desired output.
4. Under personnel management, personnel function is undertaken for employee's
satisfaction. Under human resource management, administrative function is
undertaken
for
goal
achievement.

Also Read: Features Of HRM

5. Under personnel management, job design is done on the basis of division of
labor. Under human resource management, job design function is done on the
basis of group work/team work.
6. Under personnel management, employees are provided with less training and
development opportunities. Under human resource management, employees are
provided
with
more
training
and
development
opportunities.
Also Read: Components Or Elements Of HRM
7. In personnel management, decisions are made by the top management as per
the rules and regulation of the organization. In human resource management,
decisions are made collectively after considering employee's participation, authority,
decentralization, competitive environment etc.
8. Personnel management focuses on increased production and satisfied
employees. Human resource management focuses on effectiveness, culture,
productivity
and
employee's
participation.
Also Read: Importance And Objectives Of HRM
9. Personnel management is concerned with personnel manager. Human resource
management is concerned with all level of managers from top to bottom.
10. Personnel management is a routine function. Human resource management is a
strategic function.