Traditional HRM vs. Traditional SHRM

Attribute	Traditional HRM	Traditional SHRM
Focus	Operational	Strategic
Role of HR	Supporting function	Integral part of business strategy
Employee Relations	Transactional	Transformational
Decision Making	Top-down	Collaborative
Training and Development	Job-specific	Continuous learning and development

Introduction

Human Resource Management (HRM) and Strategic Human Resource Management (SHRM) are two approaches to managing human resources within an organization. While both aim to maximize the potential of employees and achieve organizational goals, they differ in their focus and strategies. In this article, we will compare the attributes of Traditional HRM and Traditional SHRM to understand their differences and similarities.

Traditional HRM

Traditional HRM focuses on the administrative tasks related to managing employees within an organization. It involves activities such as recruitment, training, performance evaluation, and compensation management. The primary goal of Traditional HRM is to ensure compliance with labor laws and regulations, maintain employee records, and handle employee grievances. This approach is often reactive in nature, addressing issues as they arise rather than proactively planning for the future.

• Administrative tasks
• Compliance with labor laws
• Reactive approach

Traditional SHRM

Traditional SHRM, on the other hand, takes a more strategic approach to managing human resources. It aligns HR practices with the overall goals and objectives of the organization. Traditional SHRM focuses on developing HR strategies that contribute to the long-term success of the organization. This approach involves analyzing the external environment, identifying opportunities and threats, and developing HR practices that give the organization a competitive advantage.

• Strategic approach
• Alignment with organizational goals
• Competitive advantage

Key Differences

One of the key differences between Traditional HRM and Traditional SHRM is their focus. Traditional HRM is primarily concerned with day-to-day administrative tasks and compliance with labor laws, while Traditional SHRM takes a more strategic approach, aligning HR practices with the overall goals of the organization. Traditional HRM is reactive in nature, addressing issues as they arise, while Traditional SHRM is proactive, planning for the future and anticipating challenges.

• Focus on administrative tasks vs. strategic alignment
• Reactive vs. proactive approach

Similarities

Despite their differences, Traditional HRM and Traditional SHRM share some similarities. Both approaches aim to maximize the potential of employees and achieve organizational goals. They both involve activities such as recruitment, training, and performance evaluation. Both Traditional HRM and Traditional SHRM recognize the importance of managing human resources effectively to drive organizational success.

• Maximizing employee potential
• Achieving organizational goals
• Recruitment, training, and performance evaluation

Conclusion

In conclusion, Traditional HRM and Traditional SHRM are two approaches to managing human resources within an organization. While Traditional HRM focuses on administrative tasks and compliance with labor laws, Traditional SHRM takes a more strategic approach, aligning HR practices with the overall goals of the organization. Despite their differences, both approaches aim to maximize the potential of employees and achieve organizational success. Organizations can benefit from incorporating elements of both Traditional HRM and Traditional SHRM to create a comprehensive HR strategy that drives long-term success.