The Evolution of Human Resource Management from Traditional to Digital Systems: A Secondary Study

Abstract

Rapid technical breakthroughs and the growing use of digital technology in businesses have resulted in a considerable shift of human resource management (HRM) in recent decades. In the past, HRM was primarily concerned with operational and administrative tasks like hiring, payroll administration, record keeping, and employee interactions. But the advent of digital technologies like cloud computing, artificial intelligence, HR analytics, and Human Resource Information Systems (HRIS) has changed the nature of HRM, making it a strategic partner in organisational development. Examining the transition of HRM from traditional systems to digital HRM practices is the goal of this study. The study is based on secondary data gathered from books, research papers, scholarly journals, and internet resources pertaining to digital transformation and human resource management. The study emphasises the key phases of HRM development, how digital technologies are incorporated into HR procedures, and how digital HR systems affect employee satisfaction and organisational effectiveness. According to the results, digital HRM boosts employee engagement, operational effectiveness, and datadriven decision-making. Organisations do, however, also have to deal with issues like data security, technological adaptability, and the requirement that HR workers possess digital capabilities. The study comes to the conclusion that in order for businesses to stay sustainable and competitive in the current digital economy, they must use digital HR systems.