Self-Management, Personal Management, Individual Management, and Personnel Management: A Simplified Introduction and Differentiation

Abstract

This theoretical and foundational paper explores four interrelated yet distinct concepts, i.e., Self-Management (SM), Personal Management (PM), Individual Management (IM), and Personnel Management (PMgt) which are highly relevant to the field of Human Resource Management (HRM) but are often used interchangeably. Despite their significance, clear distinctions and well-defined meanings for each term remain underdeveloped, particularly within local academic and practical contexts. This paper aims to address this gap. Nominal definitions were developed for all four terms, establishing their potential as independent constructs. Using eight conceptual bases, the terms were carefully differentiated with a high degree of definitional precision and conceptual clarity. The resulting framework prevents confusion in teaching and practice, supports the design of HR policies and personal development programs, and reinforces both internal discipline (through self-regulation) and external managerial support. It is believed that this paper offers an original contribution to Sri Lankan HRM literature and will stimulate local academic discourse and teaching applications.

Key Words: Individual Management, Human Resource Management, Nominal Definition, Personal Management, Personnel Management, Self-Management, Working Definition