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

The difference between traditional personnel management and modern human resource management is mainly manifested in the following aspects:

1. In terms of management content, traditional personnel management takes things as the center, and its main work is to manage files, personnel deployment, title change, salary adjustment and other specific transactional work. Modern human resource management takes people as an important resource to develop, utilize and manage, focusing on developing people's potential, stimulating people's vitality and enabling employees to work actively and creatively.

2. In the form of management, traditional personnel management belongs to static management, that is to say, employees enter a unit, are assigned to a post after necessary training by the personnel department, and the employees work passively and develop naturally; Modern human resource management belongs to dynamic management and emphasizes all-round development. That is to say, we should not only arrange work for employees, but also do a good job design for them according to organizational goals and personal conditions, continue training, constantly adjust their positions horizontally and vertically, give full play to their talents, live within their means, and make the best use of their talents.

3. In terms of management methods, traditional personnel management mainly adopts system control and material incentives; Modern human resource management adopts humanized management, considers people's emotion, self-esteem and value, puts people first, encourages more, punishes less, praises more, criticizes less, authorizes more and directs less, gives full play to everyone's specialty and embodies everyone's value.

4. In terms of management strategy, traditional personnel management focuses on the recent or current personnel work, focusing on the matter, focusing on the present and lacking the long-term, which belongs to tactical management; Modern human resource management not only pays attention to the solution of recent or current specific problems, but also pays attention to the overall development, prediction and planning of human resources. According to the long-term goal of the organization, it is a combination of tactics and strategy to formulate strategic measures for human resource development.

5. In terms of management technology, traditional personnel management is mechanically rigid. Modern human resource management pursues scientificity and artistry, constantly adopts new technologies and methods, and improves scientific means such as assessment system and evaluation system.

6. In the management system, traditional personnel management is mostly reactive, step by step, emphasizing the intention of leaders; Modern human resources are mostly actively developed, and work is carried out in a planned and targeted manner according to the present situation and future of the organization.

7. 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.

8. On 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.