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Based on Chapter 1 and Reading 1 describe the major differences between traditional HRM and strategic HRM Which types of organizations (if any) will traditional HRM fit more Which types of organizations (if any) will strategic HRM fit more Explain why - Article Example

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It keeps on developing; the management styles also change from one stage to the other. Managers in the early days had different ways of mobilizing their labor, as compared to the current…
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Based on Chapter 1 and Reading 1 describe the major differences between traditional HRM and strategic HRM Which types of organizations (if any) will traditional HRM fit more Which types of organizations (if any) will strategic HRM fit more Explain why
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Extract of sample "Based on Chapter 1 and Reading 1 describe the major differences between traditional HRM and strategic HRM Which types of organizations (if any) will traditional HRM fit more Which types of organizations (if any) will strategic HRM fit more Explain why"

Differences between traditional HRM and strategic HRM Insert Insert Differences between traditional HRM and strategic HRM Human resource management has been undergoing through various development stages. It keeps on developing; the management styles also change from one stage to the other. Managers in the early days had different ways of mobilizing their labor, as compared to the current directors.
Most engineering and construction companies across the world significantly employ the traditional human resource management style because of the technicalities in the field needs the immediate manager to be there (Ulrich, 1998). On the other hand, production companies are using strategic human resource management styles, for it will help them to market their products across the world properly.
For strategic human resource management, human resource officers are responsible for fellow staff performance. On the other hand, human resource officers in the traditional human resource are not responsible for the production of their personnel. Training of line managers to attain higher employee morale, is another sector that brings the gap between the traditional and strategic human resource management. It is because strategic human resource managers ensures that they properly motivate their staff to attain better performance unlike in traditional human resource management.
In traditional human resource management, the level of technology in most organization was very low as compared to the strategic human resource management. Managers, who apply strategic human resource managers, also make use of automation in most of their activities. In the application of automation, managers ensure that they have sophisticated machines and equipments that can substitute human labor. On the other hand, traditional human resource management uses human labor in most of its activities.
The strategic human resource management in most organizations is shifting from the integral hierarchical structure to the network specialist. In he network specialist strategic management, the employees with specific knowledge and skills come together to work on a given project (Human resource management, 1985). Besides, traditional human resource management still operates under the vertical integral hierarchy. That is; the juniors, who are new in a particular field of expertise, will have to seek for consultation from their superiors.

Management style is another sector that brings greater difference between traditional human resource and strategic human resource. It is because, in traditional human resource, an individual has to supervise the workers practically. It is different from strategic human resource, where the managers practice management via the website.
References
Ulrich, D. (1998). A new Mandate for Human Resources. New York: Harvard Business Review.
Human resource management. (1985). Human Resource Management, 24(4), 525-526. doi:10.1002/hrm.3930240414 Read More
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