Human Resource Management Practices in Modern Organizations: Systematic Literature Review

Abstract

This systematic review examines how human resource management (HRM) research is extending beyond traditional bundles of recruitment, training, appraisal, and compensation in response to digitalization, artificial intelligence (AI), sustainability pressures, changing work arrangements, and growing attention to employee well-being and inclusion. The review followed PRISMA 2020 reporting principles and combined structured qualitative synthesis with VOSviewer keyword co-occurrence mapping. The eligibility window covered English-language peer-reviewed journal articles published from January 2000 through March 2025 and indexed in Scopus or the Web of Science Core Collection. The final search was rerun on February 15, 2026, to capture indexing updates within the prespecified publication window. Of 212 records identified, 22 duplicates were removed; 190 records were screened, 127 full texts were assessed, and 110 studies met the eligibility criteria. The bibliometric map identified seven algorithmically generated keyword clusters centered on e-HRM, performance, information systems, HR analytics, and technology adoption. A separate thematic synthesis organized the evidence into four cross-cutting domains: digital and AI-enabled HRM; sustainable and green HRM; employee well-being and psychological safety; and inclusive and diversity-oriented HRM. The evidence base remains strongly performance-centered and is dominated by cross-sectional, self-report designs. Algorithmic governance, ethical AI, employee voice, and long-term health consequences remain comparatively less integrated. An integrative framework is proposed in which emerging HRM practices relate to employee and organizational outcomes through psychological empowerment and perceived organizational support, with organizational culture, digital maturity, and industry turbulence as contextual boundary conditions.