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The earliest form of HRM was administrative, where HR was primarily responsible for record-keeping and compliance with employment laws and regulations.
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This approach emphasized employee motivation, communication, and leadership development. It also saw the emergence of performance management systems, employee training and development programs, and team-building initiatives.
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This approach focuses on aligning HR strategies with business strategies and objectives. It emphasizes the development of high-performance work culture, the evolution of human behaviour, talent management, and workforce planning.
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With globalization and the rise of multinational corporations, HRM has evolved to include an international dimension. International HRM focuses on managing employees from different cultures, in different countries, and with different legal requirements.
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In recent years, The evolution of HRM includes digital technologies and analytics. Digital HRM encompasses the use of HR information systems, online recruitment, e-learning, social media, and data analytics to enhance HR operations, improve decision-making, and optimize the employee experience.