The The Evolution of Strategic Human Resource Management
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Abstract
The evolution of strategic human resource management (SHRM) aims to disclose the progression of strategic human resource management. The concept of SHRM, firstly, started from personnel management then organization recognized that the workforces were crucial asset and be able to improve. To date, the advancement of technology has whirled in the managing and administrating of human resources. Therefore, the human resource management has been integrated to organization’s strategic (Bahuguna, Kumari & Srivastava, 2009). This article was administered content analysis the related concepts and theories of strategic human resource management, and synthesize for public and private to adapt and implement in its organization in the unpredictable dynamic changes. Such as, a disruptive technology, a trade war between USA and China, or the outbreak of COVID 19. These phenomenal are affecting to various businesses and organizations. If the organization cannot adapt according to the changes, the consequence might affect to the competitive advantages or destitution. The result from this study found that strategic human resource management in the digital era is the alignment of human resource practices throughout the organizational structure, organizational culture, work performance, and the internal and external environments. It is the integration of human resource management with organization’s strategy by applying human resource information system (HRIS), pay for performance management, the employees’ competences in terms of knowledge, skills, abilities, that is also known as human capital. It is include training and development, recruit and select the right person for job fit. The roles of human resource professional and line manager was changed for high performance in consonance with the vision, mission, and strategy of organization to deliver the competitive advantages in the dynamic environment.
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