From Personnel Management to HRM: An Integrated Guide

  Personnel Management (PM) and Human Resource Management (HRM) represent two distinct stages in the evolution of managing people at work, differing significantly in philosophy, focus, and practice. Personnel Management is traditionally rooted in the administrative and welfare approaches, emphasising employee record-keeping, payroll, compliance, and routine labour management. It tends to be reactive, addressing problems only when they arise, and focuses primarily on maintaining organizational rules, discipline, and stability (Torrington et al., 2017). Personnel Management views employees mainly as a cost that must be controlled through procedures, formal structures, and welfare provisions (Armstrong, 2020). The approach is operational, narrow in scope, and concerned with short-term employee needs and compliance with regulations. In contrast, Human Resource Management adopts a broader, more strategic and developmental perspective, aligning people management with long-term organi...

  Digital HR, HR analytics (data-driven HR theory) Digital HR (HR Digitalisation Theory) Digital HR refers to the transformation of traditional HR processes using digital technologies such as HRIS platforms, AI-driven recruitment tools, cloud systems, and automation software. Digitalisation theory argues that organisations must integrate technology into HR to improve speed, accuracy, and accessibility of HR services. Digital HR reduces administrative burden, enhances employee experience, and allows HR to act more strategically rather than operationally. For instance, digital onboarding systems create personalised training paths and reduce paperwork, improving new-hire productivity and engagement. A good example is Unilever, which shifted recruitment to an AI-driven digital hiring platform. Candidates go through gamified assessments and AI video interviews that evaluate competencies. This digital HR initiative reduced hiring time by 70%, improved diversity, and provided a stro...

  Skills needed by future HR professionals The role of HR is transforming rapidly due to technology, global competition, changing workforce expectations, and new organisational models. Future HR professionals must move beyond traditional administrative work and become strategic, analytical, and people-centric leaders. The following skills are essential for succeeding in the next generation of HRM. Digital & HR Technology Literacy Future HR professionals must be proficient with digital HR systems, AI-powered tools, HR analytics dashboards, and automation platforms. Understanding HRIS, applicant-tracking systems, and digital onboarding tools is essential to improve efficiency and employee experience. As workplaces digitalise, HR must design seamless tech-enabled processes while ensuring ethical data use and employee privacy.   Data Analytics & Evidence-Based Decision Making   Modern HR requires professionals who can interpret HR metrics, turnover data, eng...