Question

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传统的人事管理与人力资源管理的区别 传统人事管理与人力资源管理有10大不同．
1.管理的视角不同。传统的人事管理视人力为成本，而现代人力资源管理不仅认为人是一种成本，而且视人力为4大资源中的第一资源，通过科学管理可以升值和增值。
2．管理的类型不同。传统的人事管理多为“被动反应型管理”，而现代人力资源则为“主动开发型管理”。
3．管理的重点不同。传统的人事管理只强调入与事的配合，而现代人力资源管理更着重共事人之间人际关系的和谐与协调，特别是劳资关系和专业技术人员间的协调。
4．管理的层次不同。传统的人事管理一般都处于执行层，而现代人力资源管理一般都是进入决策层的，人事活动的功能多元化。
5．管理的焦点不同。传统人事管理的焦点是以事为中心，在管理系统中被迫落人从属的地位。而现代人力资源管理的焦点则是以人为中心，真正体现了人在管理中的核心地位.
6．管理的广度不同。传统的人事管理只注重管好自有人员，而现代人力资源管理不仅要管好自有人员，而且还必须要对组织现今和未来各种人力资源的要求进行科学的预测和规划。
7．管理的深度不同。传统的人事管理只注重用好职工的显能，发挥人的固有能力，而现代人力资源管理则注重开发职工的潜能，以不断激发其工作动机。
8．管理的形态不同。传统的人事管理一般都采用高度专业化的个体静态管理，而现代人力资源管理则采用灵活多样的整体动态管理，给职工创造施展自身才华的机会和环境。
9．管理的方式不同。传统人事管理的方法机械单一，而现代人力资源管理的方法则灵活多样，广泛引进了自然科学与工程技术理论，是科学理性与人文精神在现代管理理论中有机结合的典范。
10．管理部门的性质不同。传统的人事管理部门属于非生产、非效益部门，而现代人力资源管理部门逐渐成为生产和效益部门。

Answer 1

The traditional personnel management and human resources management difference tradition personnel management and human resources management have greatly differently 10.
1. the management angle of view is different. The traditional personnel management regards the manpower is a cost, but modern human resources management not only thought that the human is one kind of cost, moreover regards the manpower is in the 4 big resources first resources, may revalue and the increment through the scientific management.
2. the management type is different. The traditional personnel management many are “the passive response management”, but the modern human resources are “the initiative development management”.
3. the management key point is different. Of the traditional personnel management only emphasizes into with matter's coordination, but between modern human resources management emphatically working together as colleagues person interpersonal relationship harmony and coordination, specially coordinated between labor management relation and professionals'.
4. the management level is different. The traditional personnel management is in the execution level generally, but modern human resources management is generally enters the decision-making strata, human affairs activity function multiplication.
5. the management focal point is different. The tradition personnel management's focal point is take the matter as a center, is compelled the status which in the management system management system falls the human to be subordinated. But the modern human resources management's focal point is take the human as a center, has manifested person's in management core status truly.
6. the management breadth is different. The traditional personnel management only pays great attention to manage well the innate personnel, but modern human resources management not only need manage well the innate personnel, moreover must probably nowadays and the future each kind of human resources request carries on the science to the organization the forecast and the plan.
7. the management depth is different. The traditional personnel management only pays great attention with staff's showing off talent, displays person's inherent ability, but modern human resources management pays great attention to develop staff's potential, by stimulates its job motivation unceasingly.
8. the management shape is different. The traditional personnel management uses highly the specialized individual static state management generally, but modern human resources management uses the nimble diverse whole dynamic management, creates for the staff displays own talent the opportunity and the environment.
9. the management way is different. The tradition personnel management's method machinery is unitary, but modern human resources management method nimble diverse, widely has introduced the natural sciences and the engineering technology theory, is the scientific rationality and the humane spirit in the modern management theory the organic synthesis model.
10. Control section's nature is different. The traditional personnel management department belongs to the non-production, the non-benefit department, but the modern human resources management department becomes the production and the benefit department gradually.