Its expected that the shift in the HRM paradigm will continue into the 2020s. The driving forces behind the change include changing technology and changing attitudes toward talent retention. Another major factor in the change is emphasis being place on succession planning. With so many CEOs, Presidents, and other major players in companies and corporations approaching retirement age, the focus on succession planning to ensure smooth transitions has taken great importance in the role of the HR professional.

Another very significant driving force behind the shifting paradigm within HR is that the rules have changed. Amid corporate scandals and millions of dollars in misappropriated funds, new laws and compliance standards were introduced. In addition, health and safety legislation is always continuing to change and evolve. Keeping abreast of changes in health and safety legislation is a key component of HRM administration, but not the only part. Health and Safety legislation also requires that training records are adequately maintained, and that program administrators are familiar with what laws apply to them. This can be tricky because health and safety legislation differs between jurisdictions, and not all businesses are covered by provincial legislation. Its necessary for HR professionals to know what legislation applies to their workplace, and then to further understand how to operate within compliance of that legislation.

Sources: Miller. J., (march 2017). A Brief History of the Human Resource Management Movement. Retrieved from: https://osg.ca/a-shift-in-perspective-how-health-and-safety-impacts-human-resource-management/

1. Discuss TWO (2) important of occupational safety and health (OSH) in human resource management

2. What are the indicators that should be taken into account in assessing the effective management of safety and health?