Human resources are mainly classified as personnel in human planning, recruitment and distribution, performance appraisal and so on. He thinks that personnel is only for simple attendance and salary calculation.
In the process of human resource development and management, "modern human resource management" and "traditional personnel management" are also different.
First, 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 regards people as an important resource to develop, utilize and manage, pays attention to developing people's potential, stimulates people's vitality and enables employees to work actively and creatively.
Second, in the form of management, traditional personnel management belongs to static management, that is, employees enter a unit and are assigned to a post after necessary training by the personnel department, and employees work passively and develop naturally. Modern human resource management belongs to dynamic management, emphasizing all-round development, that is to say, employees should not only arrange their own work, but also design their career according to organizational goals and personal conditions, continue training, and constantly adjust their positions horizontally and vertically, so as to give full play to their personal talents, do what they can and make the best use of their talents.
Thirdly, 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, is people-oriented, encourages more, punishes less, praises more, criticizes less, authorizes more, commands less, gives full play to everyone's specialty and embodies everyone's value.
Fourthly, in terms of management strategy, traditional personnel management focuses on recent or current personnel work, focusing on short-term and short-term, which belongs to tactical management; Modern human resource management not only pays attention to solving 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.
Fifth, in management technology, traditional personnel management is rigid according to rules and machinery; Modern human resource management pursues scientificity and artistry, constantly adopts new technologies and methods, and improves the assessment system, evaluation system and scientific means.
Six, in the management system, the traditional personnel management is mostly reactive, step by step, emphasizing the leadership intention; Modern human resource management is mostly active development, and work is carried out in a planned and targeted manner according to the present situation and future of the organization.
Seven, 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 manpower, material resources and financial resources; Modern human resource management software system, information retrieval, report making, accounting, evaluation, recruitment and so on are automatically generated by computer, providing timely and accurate decision-making basis.
Eight, in 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.