An Analysis of Traditional and Modern Human Resource Practices.

11910 Words Oct 15th, 2012 48 Pages
Research Thesis

An Analysis of Traditional and Modren Human Resource practices.

This study compares and contrasts how Human Resource Management activities implemented in different organizations to achieve organization prosperity. The finding reveals that there were significant differences across the study companies. Moreover the study results demonstrate that although traditional Human Resource policies are in practice in many organizations, but complementary strategic Human Resource practices are profoundly important in the organizational prosperity.

Chapter I


Human resources (HR) are the backbone of an organization (Gerhart & Milkovich 1990, Pfeffer
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This led to the setting up of separate HR departments by not only the leading organizations, but also by the smaller ones.

Difference between Personnel Department and Human Resources
Tradition HR centralized the ‘work’ as core of their duties. They were there to manage employee for the better decision of work. Basically it controlled employees’ work behaviors. Personnel Department was only an assistant management in a company that exercised to maintain authority over its employees. The department system was not organized. Job tasks ranges were much narrower. Traditional HR workers only deal with the issues that relevant to employees, such as personal file, job interview, etc. In terms of recruiting new employees, tradition HR workers only unilaterally considered whether employees’ personal skills and job experiences accorded with the works that company offered to. In other words, there were chances that they would hire a computer proficient person to enter data into spreadsheet everyday. The training programs for new workers were especially limited and unconsumed. Depended on the condition, some organizations even separated the training programs from the Personnel Department. Generally, traditional HR managers neither encouraged nor had interest in employees’ personal skill enhancement unless required by work.
Modern HRM centralizes human as the core of the system. The system requires HR workers to maintain the
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