How modern HRM is different from traditional HRM?
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Aiman Saleem Published Mar 30, 2015 Definition Personnel Management - Personnel Management is thus basically an administrative record-keeping function, at the operational level. Personnel Management attempts to maintain fair terms and conditions of employment, while at the same time, efficiently managing personnel activities for individual departments etc. It is assumed that the outcomes from providing justice and achieving efficiency in the management of personnel activities will result
ultimately in achieving organizational success. Human Resource Management - Human resource management is concerned with the development and implementation of people strategies, which are integrated with corporate strategies, and ensures that the culture, values and structure of the organization, and the quality, motivation and commitment of its members contribute fully to the achievement of its goals. HRM is concerned with carrying out the SAME functional activities traditionally performed by the personnel function, such as HR planning, job analysis, recruitment and selection, employee relations, performance management, employee appraisals, compensation management, training and development etc. But, the HRM approach performs these functions in a qualitatively DISTICNT way, when compared with Personnel Management. Main Differences between Personnel Management and HRM
HRM is more proactive than Personnel Management. Whereas personnel management is about the maintenance of personnel and administrative systems, HRM is about the forecasting of organizational needs, the continual monitoring and adjustment of personnel systems to meet current and future requirements, and the management of change. Explore topicsTraditional human resources management reacts to employees; when workers make requests or cause problems, HR steps in and takes care of it. Strategic HR involves planning. A strategic HR department looks ahead and heads off problems. These HR pros also look at the company's needs for the future and develop strategies to meet them. TipTraditional HR departments focus on managing labor relations, solving employees' problems and generally keeping the staff happy. Strategic HR has plans for helping the organization - recruiting more workers, developing talent and training employees in company standards and principles. Scope of ResponsibilitiesTraditional HR has a narrow focus on issues like basic personnel management and labor relations. Their goal is to take care of employees and keep them happy and satisfied. The HR team doesn't educate workers about responsibilities or how things are done. That's something they assume employees will pick up on the job or from their managers. Strategic HR departments have a much broader mission:
Human Resource ForecastingTraditional HR focuses on current employees. Strategic HR thinks about what a company will need in the future. How many more staff will they need to hire? What skills or education will they need them to have? Then HR draws up a strategic plan to meet the future needs. Strategic HR's mission doesn't end there. The department works actively to recruit individuals who can provide the skills the company needs, and then recommends which of them would make the best hire. Strategic HR also works to develop and promote talent among the existing workforce. Heading Off ProblemsIt's tempting to ignore potential problems until they happen, but it's a mistake, particularly with people. Traditional HR steps in when employees have discipline problems or stir up trouble. It does nothing to prevent the problems from developing. Strategic HR is proactive rather than reactive. If a company wants a zero-tolerance policy on sexual harassment or discrimination, traditional HR would make that known when an employee crossed the line. Strategic HR lets employees know from the start what behavior is unacceptable; the employee handbook and training seminars fill staff in on how to behave, or not behave. In the long run, that can save the company money on lawsuits and complaints. Constant Updating in Strategic HRTraditional HR sees itself doing the same thing, year in and year out, with the same tools. Only the faces of the employees change. Strategic HR tries to stay on top of the game. They keep track of new ideas in the field and new technology that can make it easier to manage employees. They also watch the industry for innovative methods that the competition might use to motivate employees better. What is the biggest difference between traditional HRM and strategic HRM?The process of HRM is reactive in nature. On the other hand, SHRM is a proactive management function. In human resource management, the responsibility of manpower lies with the staff specialists, whereas in strategic human resource management, the task of managing the workforce, is vested in the line managers.
What is modern HRM?A human resource management system (HRMS) is a type of HR software or HR solution that helps manage all the major HR functions of the organization with the help of technology. The main goal of an HRMS is to improve the overall efficiency and productivity of the HR department by automating and streamlining tasks.
What is traditional HRM?What, then, is traditional HR? Traditional HR deals with core HR tasks such as overseeing administrative tasks related to recruitment and firing and administering company policies. It covers the basic activities that businesses require if they are to continue to grow and remain legally compliant.
What are the traditional and modern roles of human resource management?Traditional HR professionals measured qualitative, subjective responses to questions of employee morale, whereas the modern HR approach requires that morale be measured in quantifiable terms, such as reduced turnover and lessened workers' compensation complaints, for example.
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