The transition in Human Resource Management (HRM) is largely driven by social and economic changes that have reshaped the way businesses operate and manage their people. Economically, globalization has allowed companies to work across borders, creating a need for HR to manage a more diverse and dispersed workforce. The rise of the gig economy and remote work has also changed traditional employment models, pushing HR to find new ways to engage and retain a mix of freelancers, part-timers, and full-time staff. Additionally, technological advancements like automation and AI have transformed HR tasks such as recruitment and performance management, making data-driven decision-making essential. Socially, changing employee expectations about work-life balance, career growth, and well-being have led HR to introduce more flexible work arrangements and wellness programs. The presence of a multi-generational workforce and the growing importance of diversity and inclusion have also required HR to adopt more inclusive leadership and tailored engagement strategies. As a result of these changes, HR has evolved from a purely administrative role to a strategic partner in business, focusing on talent management, workforce planning, and aligning human capital strategies with overall business goals to drive growth and competitiveness.