The transition in HRM in recent years has been driven by a number of social and economic factors. These include changes in the nature of work, globalization, demographic shifts, and advances in technology. These factors have brought about new challenges and opportunities for organizations, and HRM has had to adapt and evolve to meet these changing needs.
One of the main social factors driving the transition in HRM is the changing nature of work. Many jobs have become more knowledge-based and require a higher level of skills and education.
The evolution of HR functions and roles in recent years has been driven by these social and economic factors. HRM has shifted from a primarily administrative function to a more strategic role, with a focus on talent management, employee engagement, and organizational development