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Differentiate Traditional Personnel Function and Human Resource Development (HRD).
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(1) Traditional approach views personnel function as an independent function while systems
approach views it as a sub-system of a large system i.e. organisation. It means that the design of HRD
cannot be considered in isolation; it must take into account its linkages with all other parts of the
organisation.
(2) Traditional approach considers personnel function as mainly a service function but HRD is
regarded as a proactive function. The function of HRD is not merely to cope with the needs of the
organisation but to anticipate them in advance.
(3) The traditional personnel function is supposed to be the exclusive responsibility of the
personnel department while HRD is the function of all managers in the organisation. HRD aims at
developing the capabilities of all line managers to carry out various personnel functions themselves.
(4) Traditional personnel function takes a very narrow view of its scope and aims ai developing and
administering people only, while HRD takes a much wider view of its scope and aims at developing the
total organisation.
(5) Traditional personnel function considers salary and other monetary benefits as important
motivators but HRD considers non-monetary incentives as important motivators such as informal
organisation, autonomous work groups, job enrichment, job challenge, and creativity.
