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Traditional HR was called personnel management. In that type of situation u had trade union heads talking to the personnel manager about their demands. If they were not met then there were go slow agitation, gherao( which is an Indian term meaning the personnel manager is surrounded by workers and not allowed to go out till their demands are met). strikes , lock out etc.
Strategic HR is different. It means pro active Hr policy so that trade unionism does not exist. In INDIA TATA does not have any active trade union with the backing of any political party for this reason. After the liberlisation of the indian economy human resource has become valuable as labour may be plentiful but trained , skilled and desciplined human resource is scarce. It is true of the whole South Asian region as people have an optoin to migrate to Mid-East and also ASEAN region.
Traditional human resources is the application of what is of Personnel Management - Training - employing either the strategic human resource needs of the organization is the verification of human resources and the cost of employing and training and skills development
Strategic human resources management is geared toward developing strategic plans that fit within the larger structure of the company's plans, whereas traditional HR management is almost purely administrative in nature. Understanding the difference between traditional and strategic human resources can be important for the development of your small business.
Traditional HR activities are the routine, repetitive HR works that can easily be outsourced. Developmental HR activities, strategic HR initiatives can only become successful when such initiatives are made with the support and direction from line managers, SBU heads, etc. Such initiatives cannot be outsourced.
