Traditional Vs Strategic HR

1. The focus of traditional HR is on employee relations whereas instrategic HR the focus is on partnerships with internal and external groups. 2. Traditional HR is transactional in nature, whereas strategic HR is transformational in nature, in that it helps people and the organisation to adopt, learn and act quickly. 3. The initiatives of employees in traditional HR are slow, reactive and fragmented whereas in strategic HR these are fast, proactive and integrated. 4. Traditional HR is characterised by tight controls and excessive regulations, whereas in strategic HR, operations are controlled by whatever is necessary to succeed and control systems are modified as needed to meet the changing conditions. 5. In traditional HR, Job design is tight division of labour, independence and specialisation. However, in strategic HR, job design is organic, specialisation is replaced by cross training and independence is replaced by team work, encouraging autonomy at various levels. 6. In strategic HR, the belief is that organisations key assets are its people as against money and materials in traditional HR. 7. In traditional HR, the responsibility of HR is with the staff specialists. whereas in strategic HR it is with the line managers. 8. Strategic HR offers three outcomesIncreased performance. enhanced customer and employee satisfaction and increased shareholder value