Traditional Approach is usually the personnel management whereas the Modern Approach is a broader concept involved in the formulation of strategic solutions to manage resources for the firm’s growth in every manner possible.

Let’s observe the difference in detail and let you figure out which one do you resemble. Traditional or a Modern HR?

Scope

The scope of traditional approach is very narrow involving activities like Recruitment and Selection, Job Analysis, Job Evaluation, Payroll Administration, General Administration, Performance Appraisals, Labor Law Compliance, Training and Development, etc. The Traditional approach focuses more on employee satisfaction, neglecting the importance of educating the core values and responsibilities to the employees.

However, the scope of Modern Approach is a lot wider involving activities like Talent Accusation (instead of Recruitment and Selection), focusing on Leadership, Motivation, Developing Work Culture, Maintaining the Morals and Values of the organization. It is mainly aimed to integrate the organization’s vision with that of resources to fulfill the organizational goals. This scope is target-oriented and more constructive compared to the traditional one.

Approach

Traditional approach is quite rigid. It has predefined practices, rules, and procedures. Importance is given to the set of rules being followed in a predefined manner.

Traditional philosophy for Employee Motivation includes:
– Employee Satisfaction
– Compensation and Benefits
– Bonuses/Rewards

Whereas, Modern approach is quite flexible and adaptable based on situations. Significance is given to values and mission, constantly aiming for improvements.

Modern philosophy for Employee Motivation includes:
– Improved employee work performance
– Work Challenges
– Team Work
– Work Culture
– Creativity
– Promoting talent among the existing workforce

Nature

Traditional approach takes swift actions to amend/refine the corporate strategies.

Modern approach takes a proactive and long term planned measures even in the project management system aiming to ameliorate the lacking skills/performance instead of preparing the reports on past performances the old-fashioned way.

Application

Traditional approach is an independent function of Human Resource department with little support from line managers.

However, in Modern approach, not only the Human Resource department but also, line managers are actively involved in the strategies aligned with the core organizational goals. They are also involved in bridging the gaps between employees/different departments.

End of the line…

Traditional HRs are seen performing the same activities and following the same procedures over the years again and again with the same set of tools. Only, the faces of the employees change.

Modern HR remains updated with contemporary ideas and technologies to manage people. It also remains in touch with the industry’s techniques and strategies of how they keep their employees motivated. The HR professional is considered as a strategic management partner instead of a mediator between management and employees.

Traditional or Modern HR!  Which one are you?