FROM PERSONNEL MANAGEMENT TO HUMAN RESOURCE MANAGEMENT: HISTORICAL DEVELOPMENT, STRATEGIC ALIGNMENT AND IMPLEMENTATION MECHANISMS

The article comprehensively examines the formation and development stages of Human Resource Management (HRM), as well as the historical necessity, theoretical foundations, and implementation mechanisms of the transition from the concept of “Personnel Management” (PM) to the model of Strategic HRM. The main objective of the study is to identify paradigm shifts in management, determine the mechanisms that ensure strategic alignment between organizational goals and human resources, and analyze the new opportunities created by modern digital approaches in management. The methodological framework of the research consists of systematic, historical-comparative, analytical, and structural-functional approaches. The models of Armstrong (2020), Ulrich (1997), Jabbour (2008), Beer and others, as well as studies by local researchers, were comparatively analyzed. The results reveal that the evolution of HRM requires not only changes in organizational structures but also modernization of management culture, decision-making processes, and leadership models. At the present stage, digital technologies such as the Human Resource Information System (HRIS), Applicant Tracking System (ATS), Learning Management System (LMS), and Enterprise Resource Planning (ERP) provide opportunities for the centralized management of employee data, real-time performance monitoring, and resource optimization. HR analytics and KPI-based evaluation models contribute to improving efficiency, enhancing motivation mechanisms, and increasing transparency in management. The scientific novelty of the study lies in the author’s proposed model of strategic alignment and digital integration of HRM for industrial enterprises in Azerbaijan. This model aims to ensure data-driven decision-making in managing human capital, balance strategic objectives with resource potential, and promote sustainable development. The practical significance of the article lies in improving productivity, optimizing human potential, and increasing flexibility and transparency in management processes.