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

Personnel management is the first stage of the development of human resource management (sometimes called "human resource management" in a broad sense), and it is the general name of a series of management work related to personnel planning, organization, command, coordination, information and control. Through scientific methods, correct employment principles and reasonable management system, the relationship between people, people and things, people and organizations can be adjusted, so that employees' physical strength, brain power and intelligence can be used most appropriately and their legitimate interests can be protected. Human resource management focuses on "human problems", and its core is to understand and respect human nature, emphasizing "people-oriented" in modern human resource management. In an organization, around people, we are mainly concerned about people themselves, the relationship between people, the relationship between people and work, the relationship between people and the environment, and the relationship between people and organizations. With the deepening of economic system reform, the work contents of personnel departments and personnel cadres at all levels are constantly adjusting and changing, and traditional personnel management is gradually replaced by modern human resource management. To sum up, the difference between the two is mainly manifested in the following aspects:

First, in terms of management content, the traditional personnel management is characterized by taking "things" as the center, seeing only "things" but not "people" and only one side, ignoring the integrity and systematicness of people and things, emphasizing the static control and management of "things" in one aspect, and its management form and purpose is "controlling people"; Modern human resource management takes "people" as the core, emphasizing a dynamic, psychological and conscious adjustment and development. The fundamental starting point of management is "people-oriented", and its management comes down to the systematic optimization of people and things, so that enterprises can achieve the best social and economic benefits.

Second, in the form of management, traditional personnel management regards people as a cost and a "tool", focusing on input, use and control. Modern human resource management regards people as a kind of "resource" and pays attention to output and development. It is a "tool", you can use it at will, and it is a "resource". Especially when people are regarded as a resource, you must carefully protect it, guide it and develop it. No wonder some scholars put forward to attach importance to human resource management. The management philosophy of 2 1 century is that "only by truly liberating the managed can the managers themselves be finally liberated".

Third, traditional personnel management is a tool used by a certain functional department alone, which seems to have little to do with other functional departments, but modern human resource management is quite different from this. The personnel department in the organization that implements the function of human resource management has gradually become an important partner of the decision-making department, thus improving the position of the personnel department in decision-making. Human resource management involves every manager of an enterprise, and modern managers should make it clear that they are both enterprise managers and human resource managers of their own departments. The main responsibility of human resource management department is to formulate human resource planning and development policies, pay attention to the development and cultivation of human potential, and train other functional managers or managers to improve their management level and quality. Therefore, every manager of an enterprise should not only achieve the production and sales targets of the enterprise, but also cultivate a team of employees who can work hard to achieve the organizational goals of the enterprise.

Fourth, in terms of management means, the traditional personnel management means are single, mainly manual, and the daily information retrieval, report making and statistical analysis are mostly manual, which is difficult to ensure timely and accurate, and wastes human, material and financial resources; The software system of modern human resource management, such as information retrieval, report making, accounting, evaluation and recruitment, is automatically generated by computer, providing timely and accurate decision-making basis.

Fifth, in terms of management means, the traditional personnel management means are single, mainly manual, and the daily information retrieval, report making and statistical analysis are mostly manual, which is difficult to ensure timely and accurate, wasting human, material and financial resources; The software system of modern human resource management, such as information retrieval, report making, accounting, evaluation and recruitment, is automatically generated by computer, providing timely and accurate decision-making basis.

Sixth, at the management level, the traditional personnel management department is often only the executive department of the superior, and rarely participates in decision-making; Modern human resource management department is at the decision-making level, directly participating in the planning and decision-making of the unit, and it is one of the most important high-level decision-making departments of the unit.