The evolution of Human Resource Management (HRM) is deeply influenced by a convergence of social and economic factors, transforming it from an administrative support function into a strategic driver of organizational success. Socially, increasing workforce diversity and the demand for inclusive workplaces have required HR to implement equitable hiring practices, cultural competence training, and policies that support underrepresented groups. Employee expectations have also evolved, emphasizing work-life balance, mental health, and career development, prompting HR to introduce flexible work arrangements, wellness programs, and personalized learning opportunities. On the economic front, globalization has intensified competition, compelling organizations to attract and retain top talent while adapting to culturally diverse markets. Technological advancements, such as automation, artificial intelligence, and digital collaboration tools, have revolutionized HR processes, enabling data-driven recruitment, performance tracking, and predictive analytics. Economic uncertainty and rapidly changing business environments have also required HR to prioritize agility, workforce reskilling, and strategic workforce planning. The shift toward sustainability and corporate social responsibility has further expanded HR’s role in aligning organizational goals with ethical and environmental considerations. These social and economic pressures have redefined HRM as a crucial partner in driving innovation, productivity, and organizational resilience.