What are the advantages of workday compared with traditional human resources software?

The difference between traditional personnel management and modern human resources management is mainly reflected in the following aspects: 1. In terms of management content, traditional personnel management is event-centered, and its main tasks are file management, personnel deployment, job title changes, salary adjustments, etc.

Specific transactional work.

Modern human resources management is people-centered, developing, utilizing and managing people as an important resource. The focus is on developing people's potential and stimulating people's vitality, so that employees can actively and creatively carry out their work.

2. In terms of management form, traditional personnel management is static management. That is to say, when an employee enters a unit and undergoes necessary training by the personnel department, he is assigned to a position and the employee works passively and develops naturally.

; Modern human resources management is dynamic management and emphasizes overall development.

That is to say, employees should not only arrange jobs, but also design their careers according to organizational goals and personal situations, provide continuous training, and constantly adjust positions or positions horizontally and vertically to give full play to their personal talents and use them according to their talents.

People make the best use of their talents.

3. In terms of management methods, traditional personnel management mainly adopts institutional control and material stimulation; modern human resources management adopts humanized management, considers people's emotions, self-esteem and values, is people-oriented, has more incentives, less punishment, more praise, and less punishment.

Criticize, authorize more and order less, give full play to everyone's strengths, and reflect everyone's value.

4. In terms of management strategies, traditional personnel management focuses on the recent or current personnel work, focusing on the immediate situation, lacking the long-term, and is tactical management; modern human resources management not only focuses on the resolution of recent or current specific issues, but also focuses on human resources.

Holistic development, forecasting and planning of resources.

According to the long-term goals of the organization, formulating strategic measures for the development of human resources is a management that combines tactics and strategy.

5. In terms of management technology, traditional personnel management follows the rules and is mechanical and rigid; while modern human resources management pursues scientificity and artistry, constantly adopts new technologies and methods, and improves scientific means such as assessment systems and evaluation systems.

6. In terms of management system, traditional personnel management is mostly passive and reactive, step-by-step, emphasizing doing things according to the leadership's intentions; modern human resources are mostly proactive and development-oriented, and carry out work in a planned and targeted manner based on the current situation and future of the organization.

7. In terms of management methods, traditional personnel management methods are single and manual. Daily information retrieval, report production, and statistical analysis are mostly done manually. It is difficult to ensure timeliness and accuracy, and it wastes manpower, material resources, and financial resources; modern

Human resources management software systems, information retrieval, report production, accounting, evaluation, recruitment, etc. are all automatically generated by computers, providing timely and accurate basis for decision-making.

8. At the management level, the traditional human resources management department is often just the executive department of the superior and rarely participates in decision-making; the modern human resources management department is at the decision-making level, directly involved in the unit's planning and decision-making, and is the most important high-level decision-making of the unit.

One of the departments.