THE EVOLUTION AND THEORETICAL FOUNDATIONS OF HUMAN RESOURCE MANAGEMENT: A HISTORICAL AND CONCEPTUAL ANALYSIS
THE EVOLUTION AND THEORETICAL FOUNDATIONS OF HUMAN RESOURCE MANAGEMENT: A HISTORICAL AND CONCEPTUAL ANALYSIS

Summary/Abstract: A significant paradigm shift occurred in the 1920s and 1930s, with the Hawthorne studies led by Elton Mayo, which emphasized the importance of psychosocial factors in determining employee productivity and satisfaction. This perspective has led to a growing recognition of the complexity of human motivations in an organizational context. Since the 1980s, the MRU field has undergone a major transformation, evolving from a predominantly administrative function to a strategic partner within organizations. This transition was motivated by the recognition of human resources as a critical factor for organizational success and a source of sustainable competitive advantage. The concept of Strategic Human Resource Management (MSRU) gained prominence, highlighting the need to align HRM practices with the organization’s strategic objectives. The contemporary era has brought new challenges and opportunities for HRM, especially through the impact of technology and globalization. Advances in information technology have revolutionized human resource management processes, facilitating the use of human resource information systems (HRIS) and data analytics to optimize decisions and performance. At the same time, globalisation has generated an increasingly diverse workforce, requiring sophisticated approaches to managing cultural diversity and international labour practices. Systems theory offers a holistic perspective, conceptualizing the organization as a set of interdependent components and emphasizing the importance of balance and adaptability. Human capital theory emphasizes the value of investments in the development of employees’ skills, considering them essential strategic resources for organizational competitiveness. Industrial relations theory focuses on the dynamics of employer-employee relations, highlighting the importance of collective bargaining, conflict management, and employee participation in decision-making. Behavioral theory explores the psychological and sociological factors that influence employee behavior, including motivation, leadership, and organizational culture. The evolution and theoretical foundations of MRU reflect a continuous and complex transformation of the field, adapting to economic, technological and social changes. Understanding this evolution and fundamental theories provides a solid basis for appreciating the strategic role of HRM in contemporary organizations and for anticipating future challenges and opportunities in human capital management.

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