traditional vs modern human resource management

5/25/2018 Traditional vs Modern Human Resource Management

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Human Resource Management

Table of Contents

Table of Contents...............................................................................................................................1

Human Resource Management.........................................................................................................2

Traditional vs Modern Human Resource Management......................................................................2

Definitional Comparison..................................................................................................................3

Comparison in terms of Scope, pproac!, "ature and pplication................................................3

Conclusion......................................................................................................................................#

References.........................................................................................................................................$

Page 1




The management of people in an organization from a macro

perspective

It is defined as the management of people in the form of a collective relationship between

management and employees. This approach focuses on the objectives and outcomes of the Human

Resource Management function. What this means is that the HR function in contemporary

organizations is concerned with the notions of people enabling people development and a focus on

ma!ing the "employment relationship# fulfilling for both the management and employees.

Traditional vs Modern Human Resource Management

The major difference between Traditional Human Resource Management and Modern

Human Resource Management is that$ the Traditional %pproach is the &ersonnel Management

whereas the Modern %pproach is the Human Resource Management toward managing people in an

enterprise.



Definitional Comparison

Traditional HRM Modern HRM

It is a predominantly administrative record'

!eeping function that aims to establish andmaintain e(uitable terms and conditions of

employment.

It integrates the traditional personnel management

functions to corporate goals and strategies andperforms additional people centered organizational

developmental activities.

Comparison in terms of Scope, Approach, Nature and Application

Traditional


Modern


Scope

1. )arrow *cope

2. It include functional activities such as$

% Manpower planning% Recruitment% +ob analysis% +ob ,valuation% &ayroll %dministration% &erformance %ppraisals% -abor -aw ompliance% Training %dministration. ,tc.

1. /roader *cope

2. It includes all these activities plus

0rganizational 1evelopmental activities such

as$

% -eadership% Motivation% 1eveloping 0rganizational ulture% ommunication of *hared 2alues. ,tc.

3. These approaches remains integrated to the

company3s core strategy vision and see! tooptimize the use of human resource for the

fulfillment of organizational goals.

4. The strategic and philosophical conte4t of

human resource management ma!es it more

purposeful relevant and more effective

compared to the personnel management

5traditional approach6.

Approach

1. It gives importance to$

% )orms% ustoms% ,stablished practices

2. It concerns itself with establishing7

% Rules% &olicies% &rocedures% ontractsIt strives to monitor and enforce

compliance to such regulations withcareful delineation of written contract.

1. It gives importance$

% 2alues% Mission

2. It remains impatient with rules and

regulations and tends to rela4 them based on

business needs and e4igencies.

3. It aims to go by the spirit of the contract

rather than the letter of the contract.

4. HRM philosophy holds$



3. Traditional Management holds$

% ,mployee *atisfaction as the !eyto !eeping ,mployees Motivated

% Institute ompensation

% /onuses% Rewards% Wor! *implification Initiatives as

&ossible Motivators

% Improved &erformance as the driver of,mployee *atisfaction

% 1evise strategies such as$% Wor! hallenges% Team Wor!

% reativity to Improve Motivation

Nature

1. It remains aloof from core

organizational activities and functions.

2. It ta!es an immediate approach to bring

changes in corporate goals or strategies.

1. It remains integrated with corporate strategy

and ta!es a proactive approach to align the

wor!force toward achievement of corporate

goals.

2. It has a more comprehensive and proactive

performance management system that aimsto correct performance rather than ma!e a

report card of past performance.

Application

1. It is an independent staff function of an

organization with little involvement

from line managers and no lin!age to

the organizations core process.

2. It endeavors to reconcile the goals and

views of the wor!force with

management interest by institutionalmeans.

1. It carries out much of the human resource

management tas!s$ it involves the line

management and operations staff heavily.

2. It gives greater thrust on dealing with each

employee independently and gives more

importance to customer'focused

developmental activities and facilitatingindividual employees rather than bargaining

or negotiating with trade unions.

Conclusion

8inally in our discussion we find that Traditional Human Resource Management lays down rigid

job description with many grades and a fi4ed promotion policy ' usually based on seniority and

performance appraisal ratings. Whereas Modern Human Resource Management has relatively fewer

grades and ran!s with broadly defined job responsibilities providing much scope for applying

creativity and initiative and plenty of career paths with s!ills talent and commitment the !eydrivers of career advancement.



References

Tripathi &. . 59::96. Human Resources 1evelopment *ultan hand ; *ons )ew 1elhi

http7.

Tripathi. &. . 59::96. Human Resources 1evelopment *ultan hand ; *ons.

http7

traditional vs modern human resource management

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