Document Type : Research Paper
Authors
1 Phd candidate, Department of Managment, University of Tabriz, Tabriz, Iran.
2 Full Professor, Department of Management,, Faculty of Economics and Management, University of Tabriz.
3 Associate Professor, Department of Management,, Faculty of Economics and Management, University of Tabriz.
Abstract
Human Resource Management (HRM), as a key aspect of organizational management, has always sought to enhance performance and facilitate organizational progress. With technological advancements and changes in employee needs, there is an increasing demand for innovative approaches that can adapt to the individual characteristics of each employee. One such approach is Personalized HRM, which focuses on improving employee experience, satisfaction, and performance by considering their individual differences.The research method employed is a systematic literature review (SLR), which allows for a comprehensive examination of existing studies. This study aims to explain the place of "Personalized HRM" in the current HRM literature and to conceptualize its dimensions and new ways to use it to improve organizational outcomes. In this context, 241 documents were identified, and 149 were selected for further analysis. The findings propose three main areas for future studies First, "use of more diverse methods (changing the dominant role of quantitative approaches to qualitative and mixed approaches)"; second, "emphasis on theoretical development and testing" due to the theoretical weakness of existing studies; and third, "conducting more studies in interdisciplinary and transnational (international) fields".
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