Classical management theory is based on Taylorism, which breaks job descriptions down into components which can be learned. Its goal is to maximize the efficiency of workers and thereby maximize productivity.
It relies on the development of a very specific job description for every employee. The classic example of this is a factory worker who carries out a job in the production line.
Classical management theory involves the careful planning of work schedules to avoid down time. For example, in a factory environment, this could involve setting up a day shift and a night shift in order to make sure that the production line is always rolling.
Human resources management plays a significant role in classical management theory, because the theory stipulates that workers need to be carefully selected for the specific skills that make them well suited to that job. For example, it would be unlikely that an accountant would be appointed to a position in the marketing department under classical management theory.
The final cornerstone of classical management theory is offering performance bonuses or incentives to encourage employees to work harder.