Human resource management is defined as an administrative activity involving human resource

planning, recruitment, selection, orientation, training, appraisal, motivation, and the provision of
benefits and incentives, among other things. The goal of human resource management is to help people
grow through their work. Despite this, there have been numerous attempts to define what Human
Resource Management is, and as Heery and Noon point out (2001)

Personnel management is defined as the administrative discipline of hiring and developing employees
to increase their organizational value. Job analysis, planning personnel needs, recruitment, selection,
orientation, training, managing wages and salaries, providing benefits and incentives, appraising
performances, resolving disputes, and communicating with all employees at all levels are all part of
personnel management.

They both performe similar to each other but The newer alternative term Human Resource
Management has been used instead of Personnel Management, reflecting the increased importance of
this function in labor-intensive, service-sector industries there main aim is to insure resources that are
scarce have been used properly inorder to support the process of archiving organization goals and
mission .

We can all agree that Human Resource Management and Personnel Management are "the same wine in
different bottles" in this case. This means that the only difference is the names, but the job descriptions
and objectives are nearly identical. Human Resource Management has a broader scope than Personnel
Management, but the tasks they perform are essentially the same: managing people. The fallowing are
factor which make human resource Management to be regarded as old win in a new bottle, according to
Armstrong (1992) there are similarities between the Human Resource Management and Personnel
Management has stated below;

Both models emphasize on integrating personnel with organizational goals and objectives : each of
them aim to integrate organisation goals and objective and matching them with the workforce available
in order to ensure effectiveness and efficient in organisation process and progress toward achieving
them. Both identify a personal as a important member in achieving organisation of the objective they
employee people to feel different position and ensure this position are held by capable and fit person to
perform this responsibility example CEO, CFO and other subordinate.

Both models vest Personnel : The personnel function provides the needed advice and support services
to enable managers to handle their responsibilities, because when I get do not perform this possibility
on a vacuum they need to have necessary information which enable them to have a proper planning and
effectiveness in managing difference resources to ensure there is no idle resources . Each organisation
ensure this by providing suggestion box, proper chain of command and effective communication
channel within the organisation.

Both models emphasize the importance of individuals fully developing : despite of every organisation
with objective also personnel have their own need such as can you experience and acquire new
knowledge this will enable them to reach their full capability and abilities for their own personal
satisfaction to make their best contribution to organizational success. Organisation is benefited by
individual development because they're create a person who is able to change according to the market
and to be a replacement in various position which can be vacant example case of death, mental illness
and paralyzing.

Both models identify placing the right people into the right jobs : the most important function of
personnel management and human resource management is filling the vacant position weather
qualified personnel in terms of education and experience. This reduce the possibility for organization
activities to be affected by poor skills and lack of expertise need to support the organization activities ,as
an important means of integrating personnel to perform the task in the place which they qualify
example placing a human resource officer in humans resources management department.

They both use the same techniques : both have employees they perform the same activity in the
process of selection, performance management, competence analysis, training management
development and reward management methods are utilized in both HRM and Personnel Management.
This is not the to reduce the chance of employee turnover, creating a conducive environment for
working and a job satisfaction.

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. This can be through pro active or reactive means but the organization should be a place of
conflict free , inorder for the team work process to archives there effuctient , members should live in
harmonic condition between each other , any conflict will reduce job statistifaction , morale and working
as a team.

Despite the fact that most firms have eagerly adopted the HRM concept, some people still regard it as
"old wine in new bottles." True, HRM does not offer a completely alternative approach to human
management. However, it does bring new viewpoints in worker management to a variety of human
managers.

In other hand there are some significant differences between Personnel Management and Human
Resource Management. Here is a summary of some key points based on what we've learned from Guest
(1987) and According to Prasad (2005) PM and HRM differ in terms of contents as well as emphasis
They defines the differences as follows:

Historical back ground : Human resource management is a modern name of the occupation of managing
people in places of work, while personnel management is an outdated name of the occupation.The
profession of Personnel management dates back to 1912, when the first professional personnel
association, the Boston Manager's Association was founded in USA While Human Resources
management as a distinct profession dates back in 1946 in USA, Germany and South Africa. This show
that human resource management is a refined and we'll replacement for personal management
according to historians .

Functions: human resources management encompasses many more functions of managing people than
did personnel management , It encompasses seven core functions, namely: planning, recruiting, training
and development, performance evaluation, compensation, health and safety, and labour relations and
It includes also the non-core functions of job design and analysis, orientation and placement, career
planning and development, motivation, job satisfaction, while personal management It includes,
conducting job analysis; planning personnel needs and recruitment; selecting the right people for the
right job; orienting and training.

Strategic Function: Human Resources Management is organized as a strategic management function, at

par with such functions as procurement, production, marketing and finance due to the pivotal place and
role of human resources in the performance processes of the organization While Personnel
management is an administrative function and thus it is reactive , is the department of management
that deals with the company's workforce. Human Resource Management is a branch of management
that focuses on making the best possible use of an organization's manpower.

On how they solve conflict :HRM is proactive function, it is not only concerned with the present
organizational needs but anticipates future needs and acts accordingly while those way they perform
performance review to set goals which will be used to determine a person performance and how to
improve in there weakness PM function is mainly reactive and responds to the demands of an org
whenever they arise those why there the one how advertise work position inorder to fill them with
suitable candidates .

How they ensure Employees welfare: Negotiations with the union leader are based on collective
bargaining in PM, becouse they are regarded as an association and can easily reach the agreement on
what termand condition of there requirements can be meet example higher education student board
while In HRM there is no need for collective bargaining because each employee has an individual
contract. Each employee have there own demand and need which are need to be satisfied each one
have skeems which they demand .
Conclusion

We believe that Human Resource Management is the best option for employee management as a result
of our research. Furthermore, we believe that Human Resource Management will be far superior to
Personnel Management in terms of function if used by every organization in every industry. It could, for
example, improve the harmony in their department and allow them to hire the best people for the right
jobs. Furthermore, your company's problems can be easily solved by the Human Resource Management
department. This is because Human Resource Management is designed to manage current and future
employees in every way possible and is always available to do so.Employees find it easier to realize their
values towards an organization with the methods of Human Resource Management, according to our
research. However, we discovered that, despite having the same objectives, Personnel Management
and Human Resource Management have their own management styles.
Reference

Principal's and practice of management Prasad L.M. Publisher: Sultan Chand & Sons 2005

Factors Affecting Effective Management of the Staff Performance , DR .C.A Ngirwa LAP LAMBERT
Academic Publishing (May 2 2018)

Armstrong's Handbook of Management and Leadership: A Guide to Managing Results Kogan Page;
Second Edition (July 28, 2009)

Guest, D. (1987) Human Resource Management and Industrial Relations. Journal of Management
Studies, 24, 503- 521. http://dx.doi.org/10.1111/j.1467-6486.1987.tb00