1-Definitions of:
A- Human Resource Management:
Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization. These human resources responsibilities are generally divided into three major areas of management: staffing, employee compensation, and defining/designing work. Essentially, the purpose of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees. This mandate is unlikely to change in any fundamental way, despite the ever-increasing pace of change in the business world. As Edward L. Gubman observed in the Journal of Business Strategy, "the basic mission of human resources will always be to acquire, develop, and retain talent; align the workforce with the business; and be an excellent contributor to the business. Those three challenges will never change."
B- Personnel Management:
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.

2-Evolution of HRM
1) Social justice. The root of personnel department administration lies in the 19th 100 etymologizing from the employment of mixer reformers such as Creator Shaftesbury and Henry M. Robert Owen. Their criticism of the free people endeavor scheme and the adversity created by the development of workers by mill owners led to the assignment of the number one force managers. In the late 19th and early 20th centuries, some large