Human Resource Management
Table of Contents
Table of Contents............................................................................................................. 1
Human Resource Management........................................................................................2
Traditional vs Modern Human Resource Management.....................................................2
Definitional Comparison................................................................................................3
Comparison in terms of Scope, Approach, Nature and Application...............................3
Conclusion.................................................................................................................... 5
References.......................................................................................................................6
Page
1
Human Resource Management
“The management of people in an organization from a
macro perspective”
It is defined as the management of people in the form of a collective
relationship between management and employees. This approach focuses on
the objectives and outcomes of the Human Resource Management function.
What this means is that the HR function in contemporary organizations is
concerned with the notions of people enabling, people development and a focus
on making the “employment relationship” fulfilling for both the management
and employees.
Traditional vs Modern Human Resource Management
The major difference between “Traditional Human Resource Management”
and “Modern Human Resource Management” is that; the Traditional
Approach is the Personnel Management whereas the Modern Approach is the
Human Resource Management toward managing people in an enterprise.
Definitional Comparison
Traditional HRM
It is a predominantly administrative
record-keeping function that aims to
establish and maintain equitable
terms
and
conditions
of
employment.
Modern HRM
It integrates the traditional personnel
management functions to corporate
goals and strategies, and performs
additional
people
centered
organizational developmental activities.
Comparison in terms of Scope, Approach, Nature and Application
Traditional
Human Resource
Management
Modern
Human Resource
Management
1. Narrow Scope
Scope
1. Broader Scope
2. It include functional activities 2. It includes all these activities plus
such as;
Organizational
Developmental
Manpower planning,
activities such as;
Recruitment,
Leadership,
Job analysis,
Motivation,
Job Evaluation,
Developing
Payroll
Organizational Culture,
Administration,
Communication
of
Performance
Shared Values. Etc.
Appraisals,
Labor
Law 3. These
approaches
remains
Compliance,
integrated to the company’s core
Training
strategy, vision, and seek to
Administration. Etc.
optimize the use of human resource
for the fulfillment of organizational
goals.
4. The strategic and philosophical
context
of
human
resource
management
makes
it
more
purposeful, relevant, and more
effective compared to the personnel
management (traditional approach).
Approach
1. It gives importance to;
Norms
Customs
Established practices
2. It
concerns
itself
1. It gives importance;
Values
Mission
with 2. It remains impatient with rules and
establishing:
regulations, and tends to relax them
Rules
based on business needs and
Policies
exigencies.
Procedures
Contracts
3. It aims to go by the spirit of the
It strives to monitor and
contract rather than the letter of the
enforce compliance to such
contract.
regulations,
with
careful
delineation of written contract. 4. HRM philosophy holds;
Improved Performance as
3. Traditional Management holds;
the
driver
of
Employee
Employee
Satisfaction
Satisfaction as the key to
Devise strategies such
keeping
Employees
as;
Motivated
- Work Challenges
Institute
- Team Work
Compensation
- Creativity to Improve
Bonuses
Motivation
Rewards
Work
Simplification
Initiatives
as
Possible
Motivators
1. It remains aloof from
organizational activities
functions.
Nature
Applicatio
n
core
and
2. It takes an immediate approach
to bring changes in corporate
goals or strategies.
1. It remains integrated with
corporate strategy and takes a
proactive approach to align the
workforce toward achievement of
corporate goals.
2. It has a more comprehensive
and
proactive
performance
management system that aims to
correct performance rather than
make a report card of past
performance.
1. It is an independent staff
function of an organization, with
little involvement from line
managers, and no linkage to
the organizations core process.
1. It carries out much of the
human
resource
management
tasks;
it
involves
the
line
management and operations staff
heavily.
2. It endeavors to reconcile the
goals
and
views
of
the
workforce with management
interest by institutional means.
2. It gives greater thrust on
dealing
with
each
employee
independently and gives more
importance to customer-focused
developmental
activities
and
facilitating individual employees
rather
than
bargaining
or
negotiating with trade unions.
Conclusion
Finally, in our discussion, we find that Traditional Human Resource Management
lays down rigid job description with many grades and a fixed promotion policy usually based on seniority and performance appraisal ratings. Whereas Modern
Human Resource Management has relatively fewer grades and ranks, with
broadly defined job responsibilities providing much scope for applying creativity
and initiative, and plenty of career paths, with skills, talent and commitment the
key drivers of career advancement.
References
Tripathi, P. C. (2002). Human Resources Development, Sultan Chand & Sons, New Delhi
http://www.brighthub.com/office/project-management/articles/75775.aspx
Gomez, Meija (1998). Human Resource Planning, Pearson Education Canada.
http://www.brighthub.com/office/project-management/articles/75466.aspx
Armstrong, Michael (2006). A Handbook of Human Resource Management Practice (10th ed.).
London: Kogan Page. ISBN 0-7494-4631-5.
Legge, Karen (2004). Human Resource Management: Rhetorics and Realities (Anniversary ed.).
Basingstoke: Palgrave Macmillan. ISBN 1-403-93600-5.
Tripathi. P. C. (2002). Human Resources Development, Sultan Chand & Sons.
http://voices.yahoo.com/human-resource-management-3604331.html?cat=72