5 Key Differences Between Modern HR Management Of Employees And Old-Fashioned Personnel Management

1. Traditional personnel management focused on personnel administration and basic labor relation issues. In contrast, the HR management of employees is more diverse, focusing on recruitment and selection into the workplace; ongoing motivation and morale in the workplace; and the maintenance of benefits administration and insurance requirements like EPLI for managers and their employees in the workplace. Modern HR management in the form of PEO options offers a wide range of potential services. 2. Under traditional personnel management, employees are provided with less training and development opportunities. Although it is important to keep employees happy, it also is just as important from this old-fashioned perspective to keep them in their place. Under HR management of employees, training and development opportunities are employed to maximize employee productivity and effectiveness. Rather than install an artificial glass ceiling, the ultimate potential of each employee is gauged, then fitted to a position that takes full advantage of their talents and ongoing evolution. 3. In traditional personnel management perspectives, employees are expected to know what is allowed and what is not allowed in a workplace. Any problems can be navigated once they arise. In the HR management of employees, employee handbooks are distributed that provide specific guidelines in terms of behavior and expectations. Rather than allow problems to arise, a professional employer organization takes advantage of an extensive track record of experience to address challenges and issues in advance before they reach the actual point of being real problems in the workplace. 4. Traditional personnel management focuses on increasing production while keeping employees satisfied and