What is the difference between traditional personnel management and modern human resource management?

Traditional personnel management and modern human resource management were born under different historical backgrounds for different human resource management situations, and they are quite different in concepts, methods, means and objectives.

The traditional personnel management is mainly to plan and implement the daily management of employees' salary, attendance, promotion and assessment, so as to ensure the normal operation of the company. This kind of management mainly pays attention to employees' behavior and task performance in the organization, and tends to pay attention to detailed planning and management, but lacks overall vision and strategic awareness, and is easy to fall into the strange circle of repetitive work and pursuing short-term interests.

Modern human resource management pays more attention to the development of employees and the cultivation of corporate culture, aiming at stimulating employees' potential, creating a good working atmosphere and improving organizational performance through scientific methods and means. This management model emphasizes the strategic transformation of human resource management from capital recovery to human resource creation, pays full attention to, trains and challenges employees, and realizes personal and organizational progress.

Generally speaking, traditional personnel management pays more attention to the management of daily details, while modern human resource management considers management issues from the perspective of overall situation and strategy. Facing the increasingly complex market environment and the pressure of talent competition, the methods and concepts of modern human resource management are being more and more widely used.