Genesis of human resource management paradigms

Abstract

Human Resource Management emerged as a concept in the 1980s. The rebranding of personnel management quickly gained popularity, but many organizations needed to become acquainted with the evolution of theoretical research underlying this concept. This study aims to provide a brief and accessible overview of human resource management's evolution and current research in this field. An analysis of research on the origins of human resource management is conducted, addressing issues related to the functions, roles, and strategies of managers and current debates on how human resource management affects organizational effectiveness. The results of a retrospective analysis of approaches to interpreting the "personnel management" concept are presented. The theoretical framework for defining "enterprise human resource management" is justified. The genesis of human resource management paradigms is considered from technocratic thinking, based on managerial rationalism, to future-oriented management with a priority orientation towards strategic human resource management. It is noted that mastering advanced management technologies is impossible without mastering the fundamentals of the humanistic paradigm, which provides a comprehensive understanding of the evolution and functioning of various organizations, taking into account the deep mechanisms of human behavior and the development of human potential in the face of changing external environments. Additionally, business globalization implies that human resource management professionals must be more proactive in areas such as business ethics, corporate governance, and managing employees' work-life balance. Considering the stochastic nature of the external environment, uncertainty, political and economic instability, and economic globalization, it is noted that the potential of human resources serves as a tool for reducing business risks. In these conditions, business exists for people rather than people for business. It is noted that business globalization implies that human resource management professionals must be more proactive in areas such as business ethics, corporate governance, and managing employees' work-life balance. Changes in communication and information technologies, such as the digital revolution, satellite communication, and cellular networks, will require the adoption of strategic international or global models of personnel management, which will be implemented through radically new approaches to strategies, structures, organizational culture, personnel management practices, and labor relations. Keywords: human resource management, personnel management, organizational effectiveness, productivity leadership, management, organizational culture.