Published date: Dec 07 2023

Journal Title: KnE Social Sciences

Issue title: The International Conference on Environmental, Social and Governance (ICESG 2022)

Pages: 588–613

DOI: 10.18502/kss.v8i20.14627

Siti Sarah Omarfadzillaris@gmail.comAssociate Professor, Faculty of Technology Management and Business, Universiti Tun Hussein Onn Malaysia (UTHM)

Nurul Fadzilla Mohd ArisDoctorate Candidate, Faculty of Technology Management and Business, UTHM

Syamimi AliasAlps Electric (Malaysia) Sdn Bhd

Rizaldi Mu'minMBA Student, Faculty of Technology Management and Business, UTHM

Lawrence ArokiasamyAssociate Professor, Universiti Teknologi Petronas, UTP

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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