Difference between traditional human resource management and modern human resource management

Difference between modern human resources and traditional human resources:

1. Traditional human resources management is characterized by "things" as the center, only see "things", do not see "people", only see a certain aspect, but not see people and things as a whole, systematic, emphasizing the "things" of a single aspect of static control and management, its management of a single aspect of static control and management. ", only see a certain aspect, but do not see people and things as a whole, systematic, emphasizing the "things" of a single aspect of the static control and management, the form and purpose of its management is to "control people";

And modern Human resource management to "people" as the core, emphasizing a dynamic, psychological, consciousness regulation and development, the fundamental starting point of management is "focus on people", its management comes down to the people and things of the system optimization, resulting in the enterprise to achieve the best social and economic benefits.

2. The traditional human resource management to set people as a cost, people as a "tool", focusing on input, use and control.

And modern human resource management as a "resource", focusing on output and development.

It is a "tool", you can control it at will, use it, is a "resource", especially the people as a resource, we must be careful to protect it, guide it, develop it.

No wonder some scholars put forward: the importance of human resources management, and that the management philosophy of the 21st century is "only truly emancipated by the administrator, in order to ultimately emancipate the administrator himself.

3. The traditional human resource management is a functional department alone to use the tool, seems to have little to do with other functional departments, but modern human resource management is very different from this.

Personnel departments in organizations implementing the human resources management function have gradually become important partners in decision-making, thus raising the status of personnel departments in decision-making.

Human resource management involves every manager in an organization, and modern managers should be clear: they are both the business manager of their department and the human resource manager of that department.

The main responsibility of the human resource management department lies in the formulation of human resource planning, development policy, focusing on the development of human potential and training, as well as training of other functional managers or administrators, to improve their level of management and quality of people.

So that every manager of the enterprise, not only to complete the enterprise's production and sales targets, but also to develop a team of employees who can fight hard for the realization of the enterprise's organizational goals.