Personnel Management
- basically an administrative recordkeeping function, at the operational level.
- attempts to maintain fair terms and conditions of employment, while at the same time, efficiently managing personnel activities for individual departments etc.
- It is assumed that the outcomes from providing justice and achieving efficiency in the management of personnel activities will result ultimately in achieving organisational success.
Human Resource Development
- is concerned with the development and implementation of people strategies, which are integrated with corporate strategies, and ensures that the culture, values and structure of the organisation, and the quality, motivation and commitment of its members contribute fully to the achievement of its goals. * is concerned with carrying out the SAME functional activities traditionally performed by the personnel function, such as HR planning, job analysis, recruitment and selection, employee relations, performance management, employee appraisals, compensation management, training and development etc. But, the HRM approach performs these functions in a qualitatively DISTINCT way, when compared with Personnel Management.
Main Differences between Personnel Management and HRM * Personnel management is workforce centered, directed mainly at the organisation’s employees; such as finding and training them, arranging for them to be paid, explaining management’s expectations, justifying management’s actions etc.

* While on the other hand, HRM is resource–centered, directed mainly at management, in terms of devolving the responsibility of HRM to line management, management development etc.

* Although indisputably a management function, personnel management has never totally identified with management interests, as it becomes ineffective when not