Hamid Latif
In consulting the research of many specialists in management science, it has been noted over the years that human resources (HR) have become increasingly valued in firms. Not only has the role and importance of HR changed, but it has become a strategic asset. This makes HR and Human resource management (HRM) even more important. Long regarded as a support activity for other firm’s functions, HRM is now a strategic tool that enables any firm to stand out from its competitors. The evolution of mentalities, technological development and past mistakes has enabled HRM to become an extremely important area in organizations. In fact, in recent years, there seems to be a growing consensus among the pioneers of the HRM discipline that HRM is now an essential element in achieving key organizational objectives. HRM has been a focus of scientific debate in management science for some years. It remains a relatively young discipline among the different branches of management.
In order to gain a better understanding of current HRM theories and practices, it is interesting to define the main concepts and to look at the main phases of its history. In order to provide an objective, clear and synthetic vision, we have relied on a structured and thorough review of the literature by consulting the main books, scientific publications, reports, theses and specialized magazines in the field.