The Development of Human Resource Management in Technology-Driven Organizations: From Administrative Functions to Strategic Talent Ecosystems

Abstract

Human resource management in technology-driven organizations has evolved from administrative personnel functions to strategic talent ecosystems enabled by data analytics, artificial intelligence, and digital platforms. This transformation reflects broader shifts in work organization, talent competition, and the strategic importance of human capital in knowledge-intensive environments. This review examines the development of HRM practices, grounded in strategic human resource management theory, the resource-based view of the firm, and technology-organization studies. Recognition of technology’s transformative potential has driven shifts from transactional administration to data-driven strategy, from standardized processes to personalized and algorithmic talent management, and from hierarchical control to agile, distributed work systems. Specific mechanisms—including people analytics, AI-powered recruitment, learning platforms, and digital collaboration tools—enable new forms of talent acquisition, development, and retention. Applications in recruitment, performance management, and workforce planning demonstrate both efficiency gains and risks of algorithmic bias and employee surveillance. Challenges of ethical governance, digital skills gaps, and the tension between standardization and personalization persist. Prospects center on human-centered technology integration, ethical AI frameworks, and the development of HR capabilities that align technological possibilities with employee well-being and organizational purpose. The analysis concludes that HRM in technology-driven organizations has moved from a support function to a core strategic capability, requiring continuous adaptation to technological change while preserving the human elements essential to sustainable organizational performance.