There are 2 approaches in employee management.

They are the Human Resource Management

(HRM) and Personnel Management. Despite the fact that both these approaches seem
different, they do have some similarities also.as follows:

Both models focus on the significance of integrating personnel/HRM techniques with

organizational objectives.

Both models vest Personnel/ HRM strongly in line management. The personnel function
provides the needed advice and support services to enable managers to handle their
responsibilities.

Both emphasize the significance of individuals in fully developing their competencies for their
personal satisfaction to make their best contribution to organizational success.

Both models recognize pacing the perfect individuals into the right jobs as a critical way of
integrating personnel/HRM practice with organizational goals.

Personnel management strategies, like HRM strategies, flow from the business strategy.

The same type of selection, performance management, competence analysis, training

management development and reward management methods are utilized in both HRM and
Personnel Management.

Both human resource management and personnel management typically use payroll software
packages and monitor employees’ time worked.

Both approaches are meant to resolve employee’s problems. Whenever a staff member has a
problem which requires attention, the HRM/Personnel Management are there to interfere and
solve the problem.

Not only that we also have the differences between PM and HRM as follows:

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.”
Personnel management focuses on personnel administration, employee welfare and labor

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relation. Human resource management focuses on acquisition, development, motivation and
maintenance of human resources in the organization” Armstrong, M. and Armstrong, M. (2009).

HR managers devise hiring strategies for bringing in the right kind of people in their
organization. They prepare their Job Descriptions which is best suited for the role in the

company. After hiring they also plan for the employee’s induction with a well laid out training
and development plans for them” (Bhagria 2016)
Performance of an individual is dependent on the work atmosphere or culture that prevails in an
organization. Creating a good conducive working environment is expected task of the HR
department. A safe and clean work culture helps in bringing the best of an employee and creates
a higher job satisfaction. Heinrichs, K., Oser, F. and Lovat, T. (2013).
Human Resource management has evolved from simple hiring, firing and compensation
employees. Today’s managers fulfill a variety of roles that require knowledge and competencies
in areas that were once foreign to personnel managers who were only situated with using
employees as just another resource that they hired and fired when necessary. Human resource
managers now have ten professional areas that are used to identify and guide their services
created by the Chartered Institute of personnel Management. These are: organizational design,
service delivery and information, resources and talent planning, employees’ engagement and
planning and reward etc. Human resource management is core to an organization management
operation because it now understands that people are important asset to a firm and must be
valued empowered and have some level of commitment to their organization; this can only be
possible through proper HR management.
Personnel management is a traditional approach of managing people while human resource
management is a modern approach of managing people (Accountlearning.blogspot.com, 2016).
Personnel management assumes people as an input for achieving desired output while human
resource management assumes people as an important and valuable resources for achieving
desired outputs Piskurich, G. (2009).
Organizations practicing human resource management prepare job descriptions which is best
suited for the company. They are responsible for helping individuals to stay motivated and also
help to build values and culture within the organization.

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The difference between the two is that personnel management focuses on managing workforce
from an administrative standpoint while Human resource management involves managing the
employees of the company.

Human resource management is the modern approach of managing people and their strengths
while personnel management is the traditional approach of managing people in their
organization. It helps in hiring and training employees. In this case they develop hiring strategies
to get the right persons involved in the organization and they also create their job description
which is suited for the roles of the company. It builds the value and culture of the organization
where they aim to create a suitable environment for the employees to perform effectively.

In conclusion, human resource department has the responsibility to handle the human resources
by providing them trainings, guidance, assistance etc. They need to perform tasks like;
performance appraisal, conflict handling, maintaining work life balance etc. Every organization
has its own goals and it operates or works to achieve those goals. Human resource helps an
organization to achieve the goals by putting their efforts and performing in the best way.
Employees require motivation that makes them happy and inspires them to perform effectively.
Motivation can be provided in monetary as well as in non-monetary terms. It can be in terms of
certificates, appraisals, rewards, promotions, incentives etc. Proper training facilities should be
provided, so that employees can convert their theoretical knowledge into practical work tasks.
There should be a health and safety, safe and comfortable environment for an employee that
enhances their performance.

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References

Armstrong, M. and Armstrong, M. (2009). Armstrong's handbook of human resource

management practice. London: Kogan Page.

Edenborough, R. (2005). Assessment methods in recruitment, selection, and performance.

London: Kogan Page.

Guerin, L. and DelPo, A. (2009). Create your own employee handbook. Berkeley, Calif.: Nolo.

Heinrichs, K., Oser, F. and Lovat, T. (2013). Handbook of moral motivation. Rotterdam:
SensePublishers.

Piskurich, G. (2009). Rapid training development. San Francisco: Pfeiffer.

Reese, C. (2012). Accident/incident prevention techniques. Boca Raton: Taylor & Francis.