Traditional people management practices focus is on competency, motivation and the correct manning levels. The Human Resources objectives in people management would be focused on three different aspects. Firstly, the behavioural objectives in the form of productivity, quality consciousness, working efficiently and the quit aspects would be considered. Secondly, production objectives and finally the ultimate objective of profit would be considered. However, with time, it becomes necessary for people management strategies to focus not just on work quality, productivity and monetary improvements, but on other people centric elements. The work done in the workplace comes to be valued only as much as the human resource in the workplace .
Contemporary people management focuses on establishing strong and effective work climate. Workplace needs of employees are met and the conflicts and issues that hinder their workplace motivations are addressed. Both interpersonal and work related stress problems of the employees are identified and addressed. Harassment, discrimination and prejudicial attitudes are not entertained in the workplace.
Finally, in contemporary people management, emotional strategies are given much importance. Developing the emotional quotient of the person is not given much significance earlier, but contemporary strategies recognize the importance of motivating employees to grow holistically .