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Omar, S. S., Mohd Aris, N. F., Alias, S., Mu’min, R., & Arokiasamy, L. (2023). Assessing the Disparities Between Strategic Human Resource Management and Conventional Human Resource Management: A Theory-Based Review. KnE Social Sciences, 8(20), 588–613. https://doi.org/10.18502/kss.v8i20.14627

https://doi.org/10.18502/kss.v8i20.14627

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authors

  • Siti Sarah Omar

    Siti Sarah Omar

    Associate Professor, Faculty of Technology Management and Business, Universiti Tun Hussein Onn Malaysia (UTHM)
    https://orcid.org/0000-0002-2727-5333
  • Nurul Fadzilla Mohd Aris

    Nurul Fadzilla Mohd Aris

    Doctorate Candidate, Faculty of Technology Management and Business, UTHM
  • Syamimi Alias

    Syamimi Alias

    Alps Electric (Malaysia) Sdn Bhd
  • Rizaldi Mu'min

    Rizaldi Mu'min

    MBA Student, Faculty of Technology Management and Business, UTHM
  • Lawrence Arokiasamy

    Lawrence Arokiasamy

    Associate Professor, Universiti Teknologi Petronas, UTP

Published Date

  • Dec 7, 2023

Assessing the Disparities Between Strategic Human Resource Management and Conventional Human Resource Management: A Theory-Based Review

KnE Social Sciences / The International Conference on Environmental, Social and Governance (ICESG 2022) / Pages 588–613

Abstract

Human resource management (HRM) is frequently considered an academic concept that is predominantly concerned with the employees of an organization. HRM generally provides personnel management for the organization by conducting a strategic decision-making function that can make or break the organization’s performance. However, today, Human Resources (HR) in modern organizations are constantly changing due to emerging technologies and the economy, which changed conventional HR practices. This study will thus assess the disparities between strategic and conventional HR management to assure the long-term viability of organizational performance based on the current literature. It is specifically based on current literature on strategic HRM practices and the evolution of strategic HR practices from conventional HR activities that impact organizational performance. The literature search was conducted based on articles published from 2014 to 2021. The findings emphasize the importance of integrating strategic HR practices into corporate settings because strategic HR practices allow us to move standard HRM practices in the face of rapid technological and economic developments.


Keywords: Human Resource Management (HRM), strategic HRM, conventional HRM

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