传统的人力资源管理,主要集中于企业的人事管理,即按照国家劳动人事政策和上级主管部门发布的劳动人事管理规定、制度对职工进行管理,人事部门基本上没有对制度的制定调整权,难以根据实际情况对管理政策和制度进行及时调整。人事部门在企业中的地位不突出,趋同于一般的行政管理部门,更多地关注于事务 The traditional human resources management mainly focuses on the personnel management of the enterprise. That is, the employees are managed in accordance with the national labor and personnel policy and the labor and personnel management regulations and systems issued by the higher authorities, and the personnel department has basically no right to make adjustments to the system. According to the actual situation, the management policies and regulations are adjusted in a timely manner. The status of the personnel department in the enterprise is not prominent, and it converges with the general administrative department and pays more attention to the affairs.