Santosh,
The subject "difference between Personnel Management and Human Resource Management" has been discussed in the same forum elsewhere for a couple of times. There were views and feedback from certain people then.
I feel board moderators can coordinate with the "software Programmer" whenever such same topics are taken up for discussion by someone else again, probably, the software should be able to trace back the previous discussions and bring the comments/views of those people, so that repetition can be avoided. I have participated in the discussions earlier and once again I offer my views on this.
Personnel Management can be compared to "Maintenance Department" and Human Resource Mangement can be compared with "Production Department".
You would be aware that Maintenance department, does normal routine jobs like, cleaning the machines, taking up break down maintenance, Preventive maintenance, Zero break down maintenance, etc. They also do periodical maintenance or shut down of the plant, and clean and overhaul the machines, so that the machine down time can be kept at minimum level. These are their usual jobs.
Similarly, in Personnel management, people take up routine jobs like, daily attendance maintenance, time office control, payroll processing, periodical filing of returns, statutory compliance and maintenance of records, renewal of licenses, daily house keeping of factory / office, etc. These are normal routines they need to perform.
Whereas, Production Department on the other hand, converts raw materials into finished products. Flow is, Raw Materials ====> Process =====> Output. Raw material is sent in one side of operations, wherein activities like Centre Punching, Lathing, Surface Grinding, Drilling, Internal boring, Broaching, Reaming, internal grinding, assembling, Magnet crack checking, Quality control and then sent to Store room where the parts are kept to be used for assembling machines.
Similarly in Human Resource Department, your raw material is nothing but your employee himself. When an employee joins an organization you make him undergo orientation / induction program, teach him about the functions and technical aspects of the job, Set his KRA, administer quarterly/half yearly/annual performance review, train/ retrain him, administer his salary structure / salary review, award/reward him, do career planning and successing Planning and finally develop him as a person who can take up higher responsibilities in the organization. That is why HRD Department is known as Human Resource DEVELOPMENT department.
Hope you understood.
Balaji