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

A, the difference between the management concept of traditional personnel management of manpower as a cost, people as a "tool", the staff as a cost burden, focusing on inputs, use and control, to spend on the cost of employees and the cost of simply equal to the cost and maximize the control and reduction, such as reducing the development of a variety of training Investment. At the same time to "things" as the center of the work, only see things do not see people; only see a certain aspect, but do not see things and people in a holistic, systematic, emphasizing the "things" of a single aspect of the static control and management, the purpose and form of its management is to The purpose and form of management is to "control people".　　Modern human resource management as a resource, the staff as valuable, focusing on the development and output. This management believes that human resources is the most valuable asset of the enterprise, with physical capital, monetary capital as **** with the creation of corporate wealth. Therefore, modern human resource management is to "people" as the center of work, fully affirmed and recognized the main position of people in the organization, emphasizing a dynamic, psychological, consciousness regulation and development, the fundamental starting point of management is to focus on people, the management of its focus on the system optimization of people and things.　　Second, the difference between the management model of traditional personnel management basically belongs to the management of administrative affairs, mostly for the "passive response type" of operational management, any systematic changes are made by the CEO of the enterprise or high-level executives to put forward the requirements of the human resources department according to the instructions of the superiors to make passive adjustments. And modern human resource management is mostly "active development type" strategic, tactical management, attaching importance to human ability, creativity and wisdom potential development and play, requiring enterprises must be in the fast-changing environment, take the initiative to find the problem, know how to use information technology to find countermeasures, put forward innovative ideas.　　Third, the richness of management content and management of the difference between the center of gravity of the traditional personnel management content is simple, mainly on the staff "in, management, out" of the management process. "In" refers to the recruitment of employees, hiring; "management" refers to the assessment of employees, rewards and punishments, job up and down, wages and benefits, file management, etc.; "out" that is, for employees to leave the Various procedures and so on. Because of the "things" as the center, so do not recognize the central position of people in the management, that people are the appendages of the machine, the organization in the work arrangements mainly consider the organization's own needs, seldom consider the staff's own characteristics and requirements, greatly affecting the growth of the organization's efficiency and the enthusiasm of the staff to play. Modern human resource management covers the basic content of traditional personnel management, and management content is richer, the scope of work has been broadened. Because of the emphasis on "people"-based, so in the consideration of the organization's work at the same time, give full consideration to the staff's personal characteristics, interests, strengths, personality, skills and development requirements, etc., to put the right people in the right jobs, effectively stimulate the enthusiasm of employees to work, so that the organization and the staff's needs have been met.　　Fourth, the difference between the status of management The traditional personnel management belongs to the functional sector, management activities at the executive level, the operational level, often without special expertise, do not need to have professional knowledge, do not need to have a good level of management and overall quality, focusing on showing a variety of functions and the implementation of the efficiency of the purely clerical, transactional work of the personnel administration, the implementation of policies that have been formulated, the activities of the payroll management and maintenance of harmonious relations between the employee The management role. Modern human resources management into the decision-making level, the operational level, is a strategic and decision-making management activities, in addition to undertake the traditional personnel management of the basic business, but also play a strategic **** role in various departments, the main strategy and implementation of forward-looking human resources planning and other tasks.　　Fifth, the difference between the management of the importance of the innovative aspects of the formation of the staff's knowledge advantage, in order to make it play its due role, need to be based on the specific development of the situation, and constantly innovate the management. The core of innovation management is to give full play to the strengths of each employee in innovation activities, access to as many innovative products. Traditional personnel management, some direct organization of employees to carry out scientific research, some formulate scientific research incentives to encourage innovation, although these are also part of the innovation management, but not systematic and comprehensive, not according to the staff's strengths to organize personal innovation activities, far from being able to adapt to the needs of social development. Modern human resource management attaches importance to innovation management, according to the staff's specialties to plan and organize the development of knowledge resources, reorganization and academic research, and pay attention to the effect of the investigation, timely detection and treatment of relevant issues, and constantly improve and perfect the innovation system, to ensure that the innovation activities carried out in an orderly, rapid and efficient manner.　　 Source:Network collection