The Evolution of Human Resource Management: From Personnel Administration to Strategic HRM

 Introduction Human Resource Management (HRM) is changing more quickly than ever . Technology is changing workplaces, and generational changes are changing what they expect . Global events are changing what work should look like . HR professionals must be aware of these changes . In this article we discuss the key trends we will see in the future of HRM , as well as the challenges some organizations may face in the future .

The workplace is changing quickly and at the core of this change is a change in Human Resource Management (HRM) practice though the influence of technology . Technology has begun to play a transformative role in how HR practitioners are recruiting , managing , and supervising employees. The digital transformation of workplaces today is less of a shift than it is a transformation of how organizations operate, communicate, and grow.

Introduction  Strategic Human Resource Management (SHRM) is defined as a strategic approach to managing human resources that perceive people not just as costs but as potential value added to the organization . It takes a long - term and strategic view of resource management as opposed to traditional human resource management ( HRM ) , which takes a relatively more short -term view and largely engages with administrative tasks rather than the overall organization performance plan . When HRM is aligned to business strategy , and becomes a part of it , it tend to produce additional competitive advantage for growth with the organization .

  Human resource management (HRM) is about more than hiring and firing employees ; it is a strategic function that contributes to organizational success by investing in its most crucial resource : people. The following are the chief functions of HRM in a detailed manner :

  Human resource management (HRM) has developed into a strategic function that is important to an organization’s success. HRM is no longer just about hiring and payroll functions but includes a variety of other responsibilities for business growth, employee satisfaction, and workplace effectiveness .

 1. Introduction Most businesses or organizations employ people as a core resource . The impact of globalization has changed how the labor market both locally and abroad can be utilized to meet specific demands . Developing technology has created greater access to the ways people work and are employed . The availability and demands of today ' s workforce can vary greatly and are likely to continue to change , impacting how the workforce is sourced , therefore the need to better leverage people in organizations has never been more necessary . In summary , HRM will only continue to grow and evolve , and organizations need to find ways to develop or only to align their people with the practices of HRM then the organizations that do not view people as workplace resources and uniquely human resource functionality with start to experience and develop organiz...