Focus on Functional Activities and Process Orientation
Human resource management traditional approaches focus on functional activities such as human resource planning, job analysis, recruitment and selection, maintaining employee relations, performance appraisals, compensation management, and training and development.
The traditional approach toward human resource management also focuses on establishing policies, procedures, contracts and guidelines, and attempts to drive employee performance and achieve organizational goals by making employees adhere to such carefully crafted documents.
For instance, the recruitment and selection activity strictly follows laid down norms such as undertaking a job analysis first, advertising the vacancy based on the job specifications and job requirements, collecting resumes, conducting written tests, interviews and any other selection method, as well as creating a rank list based on the published selection criteria.
Such clear rules and written procedures extend to all gamuts of human resource activities. It usually remains standardized and inflexible, and considers the fulfillment of corporate strategic goals only marginally. It does, however, remain resilient to incorporate trends such as Total Quality Management.
The focus on functional activity and process orientation leads to the establishment of an institutionalized workforce management effort with fixed grades and restrictive movement from one grade to another.