Many contemporary businesses recognize the significance of their HR managers playing a strategic role. Modern HR management tends to focus on aligning their people strategy with business goals.
FREMONT, CA: Human Resource (HR) managers are often viewed as business leaders and partners in today’s global companies. When it comes to management practices, traditional and strategic HR management are two approaches that assist in managing a company’s personnel. Below is how the two are different.
Traditional HR Management
In a conventional HR management role, the HR professional is reactively working. They do not educate the staff about responsibilities or how their work is done; they presume their managers will go over their tasks and that the employee will pick up the training while on the job. Altogether, they are working to manage labor relations, solve employee problems, and keep their employees happy.
Examples of traditional HR management tasks:
• Placing ads for job vacancies when a department requests a role to be filled.
• Responding to questions the workforce has on benefits and payroll.
• Terminating employees.
Furthermore, because the role is reactive, the tasks might sometimes have to be rushed or fragmented.
Strategic HR Management
In distinction, Strategic Human Resource Management (SHRM) has a more comprehensive approach. A strategic HR manager focuses on forming a long-term strategy. For instance, when they are looking to hire for a position, they are taking into account future growth projections and objectives of the company. While conventional HR professionals work reactively, strategic ones work proactively.
Examples of strategic HR management tasks:
• Recruiting employees based on long-term goals.
• Training recruits.
• Making the employee handbook.
• Developing ways to help the staff reach the company’s objectives.
Contemporary HR Management
Many contemporary businesses recognize the significance of their HR managers playing a strategic role. Modern HR management tends to focus on aligning their people strategy with business goals. Nevertheless, it is not an exception for HR management to struggle with finding the time to focus on strategic functions. Since HR managers are often managing many organizational and risk mitigation tasks, which require significant resources and time, they usually take precedence over strategic activities.
HR management practices will continue to grow with changes in the market and with modern business applications. While HR has led into the direction of strategic HR management, it is not unusual for today’s HR managers to administer with a traditional method.
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