Human resource management Is the management of an organizations workforce i.e.

human resources, its mostly concerned with attracting people towards the organizations available jobs then selecting the best ones for the job then training them and after they are set on duty assessing them and either rewarding them or disgracing them depending on their performance, while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws. In most cases HRM will also act as the companys primary liaison with the employees representatives (usually a labor union). Personnel management Is defined as obtaining, using and maintaining a satisfied workforce, It is one of the major parts of management that concerns with employees on duty and with their relationship within the organization. It gives more importance on actions rather than making lengthy schedules, plans, work methods. Their concept on the problems faced by the work is that it can be solved more effectively through rationale personnel policies.

HRM vs. Personnel management

The difference between HRM and Personnel management is really hard to define as they are both so much alike, but that does not mean that they are the same, they can be used interchangeably because they almost have the same meanings, well, there are many experts who have come up with many differences between the two. Personnel management is said to have much more administrative characteristics. Personnel management usually deals with the employees, their payroll and employment laws, while, HRM usually deals with managing the work force, and strives to contribute to an organizations success.

HRM covers a much broader part of an organizations interest than personnel management, it is also said that HRM is a developed version of personnel management as it incorporates and develops the same skills used in personnel management. HRM is considered to be proactive while personnel management may be considered as reactive, as HRM has the concept of continuously improving and developing their policies and functions in order to improve the companys workforce while PM provides concerns and demands as they are presented which may bring about a conflict which may not be resolved just by checking with the companies policies, it may need a few changes in the companies polices HRM is considered to be an important part of an organization while on the other hand personnel management is independent from the organization.

Motivational differences
Human resources management tries to provide motivation through human resources, through the proper planning and making of effective strategies for facing challenges, work groups and job creativity. Human resources development is the to build a dynamic culture throughout the employees while personnel management only focuses on administrating people.

Personnel management focuses on administrating people. On the contrary, the prime focus of Human Resources Development is to build a dynamic culture.

Organizations shift from personnel management to human resources management.

HRM directors are slowly moving away from the traditional hire and fire function of what was once called personnel management to move forward to the concepts of human resource management which includes strategic elements to business development.

Cheif
Established in 1986 Cheif is one of the top running business in the food industry today, it was started by Mr. Karim and was a self owned and self managed business making, selling, and serving burgers by himself, he later found a partner, Mr. Shafie who acted as a sleeping partner and hired around 4 to 5 employees as waiters but was still under direct authority of Mr. Karim till 1992 when the partnership was dissolved and Mr. Karim left and had started his own business, chief had started growing since that year and rented a free space and started serving as a restaurant , they also rented a space out to get food ready for the restaurant as orders had been increasing day by day, the restaurant now has over 80 employees that include chefs, waiters, employees and managers. Authority is now delegated to over ten employees and recruitments are now done through a head manager and then confirmed by the owner ie: till 1992 the restaurant were running with a personnel management as authority remained with a single person, and a small workforce while after 1992 Mr. shafie shifted to a more HRM like management and now the restaurant is completely run with a bigger workforce and a management team and is using the HRM skills to run their business .