The recent transition in HRM can be attributed to several underpinning social and economic reasons. They can be briefly described as; globalisation and rapid business change, shifts towards emerging markets, a borderless workplace, specialisation in creating new career and job models, new styles of leadership and the intense competition for talent.
With this transition, the HR function and roles have also evolved. Some of them include; global talent recruitment and acquisition, integration of talent strategies and management practices, collaboration with HR business partners, implementation of global leadership and global mindset, utilisation of analytics to understand the global talent issues, management of global mobility cost and improvement of operational efficiency through technological improvements.