Here are some underpinning social and economic reasons for this transition and the evolution of recent HR functions/roles:
1.Globalization: The trend of globalization has led to companies facing increasing international competition and a diverse work environment. This promotes the transformation of HRM from traditional local management to cross-cultural and global management, which requires a more flexible and comprehensive human resource strategy.
2.Technological advances: The rapid development of technology has changed the way of working and business models. Human resource management is gradually adopting digital technologies, automating daily tasks and introducing new features such as Human resource information systems (HRIS) and human resource analytics to improve efficiency and data-driven decision making.
3.Demographic shifts: Demographic changes, such as aging, diversity, and the entry of a new generation of employees, have changed the expectations and needs of employees. HRM needs to adapt to these changes and develop more flexible and diversified human resource strategies to meet the needs of different groups.
4.Changing work dynamics: The spread of the part-time economy, remote work, and flexible work arrangements has changed traditional employment patterns. Human resource management must adapt to this change, develop policies that support remote working and flexible working, and ensure employee job satisfaction and productivity.