2. Strategic human resource management: The evolution of the field.

Strategic human resource management: The evolution of the field

By Dilshard Hameed

History and evolution of HRM

Introduction

The evolution of HRM, or human resource management, can be traced back to the early twentieth century, when firms recognized the importance of addressing employee unrest and strengthening labor relations. Personnel management, as it was then called, was largely concerned with administrative tasks like payroll, labor law compliance, and employee record-keeping. The emergence of industrialization, the formation of labor unions, and the need for effective management of a growing workforce were only a few of the factors that influenced the development of personnel management. Organizations realized that effective human resource management was critical for maintaining stability, boosting productivity, and reducing labor disputes.   (Bruce E Kaufman 20 May 2015)

 

                                  (Figure 1; Transforming Employee Employer Relations.)      

The evolution of the field in SHRM.

This review takes an evolutionary and chronological approach to the development of strategic human resource management (SHRM) literature. We split this corpus of work into seven topics that reflect the paths and trends that researchers have pursued during the last thirty years of research. During this time, the topic acquired shape, developed strong conceptual foundations, and grew into a domain with a significant impact on HR and associated management research. We describe how the field has evolved to its current position, articulate many of the main results and contributions, and speculate on how it will evolve in the future. This technique contributes to the field of SHRM by summing up work in this domain and emphasizing areas of study focus that have garnered.

(Mark L Lengnick 02 Jun 2009)

 (Figure 2;The evolution of HRM Video)

                                             (Figure 3; Evolution of HRM time period)

 Transition to Human Resource Management.

 When organizations realized they needed to match their people resources with long-term business goals, evolution of HRM as well as people resource management transformed. On the other hand, with evolution of HRM traditional people management, which concentrated on administrative duties, changes to a more strategic approach in the 1980s and 1990s. Professionals in HRM had to make the transition to strategic partners in organizational decision-making. Talent acquisition with AI Artificial Intelligence recruitment development, and employee engagement are examples of proactive and strategic HRM practices that have taken the place of reactive and transactional HRM responsibilities. Today, HRM is crucial to the success of an organization because it efficiently manages and develops human resources to meet the changing demands of the corporate world.

(Martin R. Edwards, Stephen Bach 02 Jan 2012)

                                         (Figure 4;Strategic functions of HRM)

Conclusion 

Strategic Human Resource Management (SHRM) has evolved from a transactional role to a strategic partner in organizational success. Initially focused on administrative tasks, it now emphasizes aligning HR practices with business objectives, fostering employee engagement, and leveraging talent as a competitive advantage. The evolution reflects a shift towards a more holistic approach, integrating HR functions with broader organizational strategies. By embracing technology, data analytics, and a deeper understanding of human behavior, SHRM ensures the alignment of HR initiatives with organizational goals, driving innovation, growth, and sustainability in today's dynamic business landscape.

References:

Obedgiu, V., 2017. Human resource management, historical perspectives, evolution and professional development. Journal of Management Development, 36(8), pp.986-990.

 Rotich, K.J., 2015. History, evolution and development of human resource management: a contemporary perspective. Global Journal of Human Resource Management, 3(3), pp.58-73.

 Lengnick-Hall, M.L., Lengnick-Hall, C.A., Andrade, L.S. and Drake, B., 2009. Strategic human resource management: The evolution of the field. Human resource management review, 19(2), pp.64-85.

 Edwards, M.R. and Bach, S., 2012. Human Resource Management in Transition. Managing Human Resources: Human Resource Management in Transition, pp.1-17.