Increasing globalisation, emerging markets, competitions, are some of the elements driven for the need of recent HRM transitions.
Globalisation for example have led to a more competitive business environment with emerging markets and therefore increase competition. As such, it is necessary for organisations to adapt best practices at pace and agility in response to variation. For example, through a global mobility initiative as per highlighted in the case study.
Due to the attributes above, the role and function of HR has evolved extensively. We see now the emergence of SHRM whereby HR strategically participates in creating and implementing practices that supports business values. Besides that, we have roles such as talent acquisition teams that are deployed specifically to attract and retain right talents at the right place at the right time.
In short, HRM has evolved due to varying social and economic factors for the sustenance and growth of its organisation.