Management Studies in Development and Evolution

Personalized Human Resource Management (Systematic Literature Review, Concept Development and Future Research Directions)

Document Type : Research Paper

Authors

Zahra Ghorbanimoaddab 1
Samad Rahimiaghdam 2
Nasser Sanoubar 3

1 Phd candidate, Department of Managment, University of Tabriz, Tabriz, Iran. ‌

2 Associate Professor, Department of Management,, Faculty of Economics and Management, University of Tabriz. Tabriz. Iran

3 Professor, Department of Management, Faculty of Economics and Management, University of Tabriz, Tabriz, Iran.

https://doi.org/10.22054/jmsd.2025.82098.4528
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".

Keywords

New approaches
Human Resource Management
Systematic Review
Personalized HRM
Subjects
  1. Abir, B. (2015). Talent management in UAE: A study of contemporary practices in the banking industry (Doctoral dissertation, The British University in Dubai).
  2. Ammirato, S., Felicetti, A. M., Linzalone, R., Corvello, V., & Kumar, S. (2023). Still our most important asset: A systematic review on human resource management in the midst of the fourth industrial revolution. Journal of Innovation & Knowledge, 8(3), 100403. https://doi.org/10.1016/j.jik.2023.100403
  3. Applebaum, E., Bailey, T., Berg, P., & Kalleberg, A. (2000). Manufacturing advantage: Why high-performance work systems pay off. Ithaca: Cornell University Press.
  4. Arnaud, S., & Wasieleski, D. M. (2014). Corporate humanistic responsibility: Social performance through managerial discretion of the HRM. Journal of Business Ethics, 120, 313-334. https://doi.org/10.1007/s10551-013-1668-4
  5. Arthur, J. B. (1994). Effects of human resource systems on manufacturing performance and turnover. Academy of Management Journal, 37, 670-687. https://doi.org/10.2307/256705
  6. Arthur, J. B., & Boyles, T. (2007). Validating the human resource system structure: A levels-based strategic HRM approach. Human Resource Management Review, 17(1), 77-92. https://doi.org/10.1016/j.hrmr.2007.02.001
  7. Azizi, M. R., Atlasi, R., Ziapour, A., Abbas, J., & Naemi, R. (2021). Innovative human resource management strategies during the COVID-19 pandemic: A systematic narrative review approach. Heliyon, 7(6), e07233. https://doi.org/10.1016/j.heliyon.2021.e07233
  8. Bailey, T. (1993). Organizational innovation in the apparel industry. Industrial Relations, 32, 30–48.
  9. Bal, M., & Dorenbosch, L. W. (2014). Age-related Differences in the Relations between Individualized HRM and Organizational Performance. In Academy of Management Proceedings (Vol. 2014, No. 1, p. 10214). Briarcliff Manor, NY 10510: Academy of Management.
  10. Barney, J. (1991). Firm resources and sustained competitive advantage. Journal of Management, 17(1), 99-120. https://doi.org/10.1177/014920639101700108
  11. Bartram, T., Byrne, L., Wang, Y., & Jiang, Z. (2024). Caring for our workers: advancing human resource management to support workforce mental health. Personnel Review, 53(5), 1077-1091.
  12. Becker, B. E., & Gerhart, B. (1996). The impact of human resource management on organizational performance: Progress and prospects. Academy of Management Journal, 39, 779-801.
  13. Bhutoria, A. (2022). Personalized education and artificial intelligence in the United States, China, and India: A systematic review using a human-in-the-loop model. Computers and Education: Artificial Intelligence, 3, 100068. https://doi.org/10.1016/j.caeai.2022.100068
  14. Cascio, W. F. (2010). Managing human resources: Productivity, quality of work life, and profits (8th ed.). New York: McGraw-Hill.
  15. Chaudhary, M. D., Baliyan, R., Verma, D. S. K., Madhukar, K. S., & Kushwaha, M. A. (2024). Challenges of adopting digitalization in human resources management through artificial intelligence. Journal of Research Administration, 6(1).
  16. Coff, R. W. (1997). Human assets and management dilemmas: Coping with hazards on the road to resource-based theory. Academy of Management Review, 22, 374–402.
  17. Cogin, J. A., & Williamson, I. O. (2014). Standardize or customize: The interactive effects of HRM and environment uncertainty on MNC subsidiary performance. Human Resource Management, 53(5), 701-721. https://doi.org/10.1002/hrm.21600
  18. Cohen, A., & Blake, R. (2017). Career decision making: The impact of open communication between employees and management. Journal of Organizational Behavior, 39(2), 245-263. https://doi.org/10.1002/job.2109
  19. Creswell, J. W., & Creswell, J. D. (2018). Research design: Qualitative, quantitative, and mixed methods approaches (5th ed.). Sage publications
  20. De Gama, N., McKenna, S., & Peticca-Harris, A. (2012). Ethics and HRM: Theoretical and conceptual analysis. Journal of Business Ethics, 111, 97–108. https://doi.org/10.1007/s10551-012-1438-7
  21. Demo, G., Costa, A. C. R., & Coura, K. V. (2024). HRM practices in the public service: a measurement model. RAUSP Management Journal, 59(1), 50-66.
  22. Doe, J., & Smith, A. (2021). The importance of continuous learning for employees in healthcare institutions. Journal of Health Administration, 25(2), 45-58.
  23. Dogan, M. E., Goru Dogan, T., & Bozkurt, A. (2023). The use of artificial intelligence (AI) in online learning and distance education processes: A systematic review of empirical studies. Applied Sciences, 13(5), 3056. https://doi.org/10.3390/app13053056
  24. Edwards, M. R., & Bach, S. (2012). Human resource management in transition. In Managing Human Resources: Human Resource Management in Transition (pp. 1-17).
  25. Faridah, A., Khuzaini, K., Shaddiq, S., Redjeki, D. S. S., Jaya, F. P., Cahyaningrum, Y., ... & Sulastini, S. (2023). The influence of E-HRM implementation on human resource behavior in Indonesia in the era of industry 4.0 and society 5.0. Hut Publication Business and Management, 3(1), 22-27.
  26. Fithriyah, I. N., & Setyaning, A. N. A. (2024). Say goodbye to the ‘Great Resignation’ phenomenon: Why HRM interventions must start understanding the psychological dynamics that drive employees’ career decision-making. Asian Journal of Management, Entrepreneurship and Social Science, 4(02), 186-229.
  27. Ford, J. K., Noe, R. A., Kraiger, K., Bell, B. S., & Tannenbaum, S. I. (2017). 100 years of training and development research: What we know and where we should go. Journal of Applied Psychology, 102(3), 305-323. https://doi.org/10.1037/apl0000142
  28. Giannakis, D., Chalikias, I., & Tsirigoti, E. (2019). The effect of sales and HRM strategic alignment on a corporate sustainable competitive advantage: The significant role of the HR business partner. International Journal of Innovation, Management and Technology, 10(6), 207-218.
  29. Gu, M., Zhang, Y., Li, D., & Huo, B. (2023). The effect of high-involvement human resource management practices on supply chain resilience and operational performance. Journal of Management Science and Engineering, 8(2), 176-190. https://doi.org/10.1016/j.jmse.2022.12.002
  30. Hadiwijaya, M. F., & Gunawan, I. (2019). The effect of HR interventions on employee willingness to compromise: The role of organizational support. Journal of Human Resource Management, 3(2), 45-58. https://doi.org/10.1016/j.jhrm.2019.02.003
  31. Herman, A., Gottfredson, R. K., & Joo, H. (2012). Using performance management to win the talent war. Business Horizons, 55, 609-616. https://doi.org/10.1016/j.bushor.2012.07.001
  32. Hillel, T., Bierlaire, M., Elshafie, M., & Jin, Y. (2020). A systematic review of machine learning classification methodologies for modelling passenger mode choice. Journal of Choice Modelling, 100221. https://doi.org/10.1016/j.jocm.2020.100221
  33. Huang, X., Yang, F., Zheng, J., Feng, C., & Zhang, L. (2023). Personalized human resource management via HR analytics and artificial intelligence: Theory and implications. Asia Pacific Management Review, 28(4), 598-610. https://doi.org/10.1016/j.apmrv.2022.12.007
  34. Huang, X., Zhang, L., & Feng, C. (2020). Personalized human resource management: Theory and implications. In Academy of Management Proceedings (Vol. 2020, No. 1, p. 12029). Briarcliff Manor, NY: Academy of Management. https://doi.org/10.5465/AMBPP.2020.12029abstract
  35. Huselid, M. A. (1995). The impact of human resources management on turnover, productivity, and corporate financial performance. Academy of Management Journal, 38, 635-672. https://doi.org/10.2307/256741
  36. Iqbal, A. (2019). The strategic human resource management approaches and organisational performance. Journal of Advances in Management Research, 16(2), 181–193. https://doi.org/10.1108/JAMR-11-2018-0092
  37. Islami, K., & Sopiah, D. (2022). Artificial Intelligence in Human Resources in the Era of Society 5.0. International Journal of Research and Innovation in Social Science, 6(11), 675-681.
  38. Jada, K. (2016). Assessment of employee attrition and maximizing employee retention: Leveraging business intelligence tools for data-driven HR decision making. Global Journal of Business and Integral Security, 4(2), 55-73.
  39. Jia, Q., Guo, Y., Li, R., Li, Y., & Chen, Y. (2018, December 2-6). A conceptual artificial intelligence application framework in human resource management. In International Conference on Electronic Business, Proceedings (pp. 91). Guilin, China. Retrieved from https://aisel.aisnet.org/iceb2018/91
  40. Jose, G., & Mampilly, S. R. (2021). It is not a case of “one size fits all”: The need for customized HRM practices for employee engagement. Development and Learning in Organizations: An International Journal, 35(6), 14-17. https://doi.org/10.1108/DLO-09-2020-0184
  41. Jose, G., PM, N., & Kuriakose, V. (2024). HRM practices and employee engagement: Role of personal resources-a study among nurses. International Journal of Productivity and Performance Management, 73(1), 1-17.
  42. Khan, M. R. (2024). Application of artificial intelligence for talent management: Challenges and opportunities. AHFE International. https://doi.org/10.54941/ahfe1004496
  43. Khan, Z., Soundararajan, V., & Shoham, A. (2020). Global post-merger agility, transactive memory systems and human resource management practices. Human Resource Management Review, 30(1), 100697.
  44. Kitchenham, B., & Charters, S. (2007). Guidelines for performing systematic literature reviews in software engineering. Keele University and Durham University Joint Report.
  45. Kroon, B., Freese, C., & Schalk, R. (2016). A strategic HRM perspective on i-deals. Academy of Management Proceedings. https://doi.org/10.5465/ambpp.2016.11972abstract
  46. Lincoln, Y. S., & Guba, E. G. (1985). Naturalistic inquiry. Sage Publications.
  47. Lu, Y., Zhang, M. M., Yang, M. M., & Li, T. (2024). Enhancing Employee Outcomes Through Common Good Human Resource Management: Exploring the Role of Meaningfulness and Thriving. Human Resource Management.
  48. Ma, X., Zhang, Y., Wang, Z., & Li, J. (2019). The impact of career advancement on organizational mission engagement: A study of Chinese employees. Journal of Applied Psychology, 104(3), 398-410. https://doi.org/10.1037/apl0000352
  49. Marescaux, E., De Winne, S., & Brebels, L. (2021). Putting the pieces together: A review of HR differentiation literature and a multilevel model. Journal of Management, 47(6), 1564-1595.‏
  50. Miao, R., Humphrey, R. H., & Qian, S. (2019). Willingness to compromise: A key to understanding career satisfaction and turnover intention. Journal of Vocational Behavior, 113, 38-49. https://doi.org/10.1016/j.jvb.2019.05.011
  51. Mockaitis, A. I. (Ed.). (2023). The Palgrave handbook of global migration in international business. Springer Nature. https://doi.org/10.1007/978-3-031-38886-6
  52. Mughal, F., Bal, P. M., Swart, J., & Findikli, M. A. (2019, August). Unpacking the Effects of Reduced Load Work Arrangements via Perceived Job Autonomy & Overall Justice. In Academy of Management Proceedings (Vol. 2019, No. 1). Academy of Management
  53. Newhall, S. (2012). A global approach to talent management. Human Resource Management International Digest, 20(1), 31-34. https://doi.org/10.1108/09670731211233294
  54. Nguyen, C. M. (2024). THE RELATIONSHIPS BETWEEN HRM PRACTICES, ORGANIZATIONAL SUPPORT AND INNOVATION: A ROLE OF KNOWLEDGE SHARING. International Journal of eBusiness and eGovernment Studies, 16(1), 55-85.
  55. Nowell, L. S., Norris, J. M., White, D. E., & Moules, N. J. (2017). Thematic analysis: Striving to meet the trustworthiness criteria. International Journal of Qualitative Methods, 16(1), 1609406917733847. https://doi.org/10.1177/1609406917733847
  56. Nurimansjah, R. A. (2023). Dynamics of human resource management: Integrating technology, sustainability, and adaptability in the modern organizational landscape. Golden Ratio of Mapping Idea and Literature Format, 3(2), 104-123.
  57. Opara, S., & Waheduzzaman, W. (2024). The universal, contingency or configurational HRM approaches for organizational performance: Lessons from Australian performing arts. German Journal of Human Resource Management. https://doi.org/10.1177/23970022241231538
  58. Paauwe, J. (2024). The contextually-based Human Resource Theory. In Progressing Performance and Well-being at Work (pp. 19-27). Edward Elgar Publishing.
  59. Padamata, K., & Vangapandu, R. D. (2024). High-performance work systems and employee attitudes: evidence from Indian healthcare industry. International Journal of Productivity and Performance Management, 73(5), 1609-1640.
  60. Pestotnik, A. (2024). Co-workers’ perceptions of the distributive justice of idiosyncratic deals–The roles of content, timing, and justice sensitivity. The International Journal of Human Resource Management, 48(1), 156-191. https://doi.org/10.1177/10596011221098824
  61. Pew Research Center. (2022). The state of American jobs: Workers and employers in an era of change. Pew Research Center. Retrieved from https://www.pewresearch.org/facttank/2022/03/08/the-state-of-american-jobs-workers-and-employers-in-an-era-of-change/
  62. Pfeffer, J. (1998). Seven practices of successful organizations. California Management Review, 40, 96-124.
  63. Podsakoff, P. M., MacKenzie, S. B., Bachrach, D. G., & Podsakoff, N. P. (2005). The influence of management journals in the 1980s and 1990s. Strategic Management Journal, 26(5), 473-488.
  64. Przytuła, S., Sułkowski, Ł., & Kulikowski, K. (2024). Human resource management in higher education institutions: an international perspective. Taylor & Francis.‏
  65. Rahimiaghdam, S., Sanoubar, N., & Ghorbanimoaddab, Z. (2024). Effect of managerial coaching on tour guides' turnover intention: The mediating role of work engagement and employability. International Journal of Organizational Leadership, 13(First Special Issue), 140-159. https://doi.org/10.33844/ijol.2024.60435
  66. Rofcanin, Y. (2016). HR differentiation: a double edged sword? (Doctoral dissertation, University of Warwick).‏
  67. Saldaña, J. (2021). The coding manual for qualitative researchers (4th ed.). Sage publications
  68. Sandelowski, M., & Barroso, J. (2007). Classifying the findings in qualitative studies. Qualitative Health Research, 17(2), 133-147. https://doi.org/10.1177/1049732306295878
  69. Shafie, M. R., Khosravi, H., Farhadpour, S., Das, S., & Ahmed, I. (2024). A cluster-based human resources analytics for predicting employee turnover using optimized artificial neural networks and data augmentation. Decision Analytics Journal, 11, 100461. https://doi.org/10.1016/j.dajour.2023.100461
  70. Sheikh, M., Hasnu, S., & Khan, I. (2016). Link between HR practices and organizational performance in small firms: A case for manufacturing sector of Pakistan. Management Science Letters, 6(1), 71-86. https://doi.org/10.5267/j.msl.2015.11.002
  71. Shenbhagavadivu, T., Poduval, K., & Vinitha, V. (2024). ARTIFICIAL INTELLIGENCE IN HUMAN RESOURCE: THE KEY TO SUCCESSFUL RECRUITING AND PERFORMANCE MANAGEMENT
  72. Simosi, M., Aldossari, M., Chaudhry, S., & Rousseau, D. M. (2023). Uncovering missing voices: Invisible aspects of idiosyncratic deals (i-deals). Group & Organization Management, 48(1), 3-30. https://doi.org/10.1177/1059601122112040
  73. Simosi, M., Rousseau, D. M., & Weingart, L. R. (2021). Opening the black box of i-deals negotiation: Integrating i-deals and negotiation research. Group & Organization Management, 46(2), 186-222. https://doi.org/10.1177/1059601121995379
  74. Singh, J., et al. (2022). "Critical appraisal of research frameworks: CASP applications in systematic reviews." Social Science & Medicine. DOI: 10.1016/j.socscimed.2021.114635
  75. Subramony, M., Kepes, S., Groth, M., Yagil, D., & Solnet, D. (2024). Human resource management in the emerging work ecosystem: Propositions for scholarship and implications for practice. European Management Review.
  76. Thite, M. (2004). Strategic positioning of HRM in knowledge-based organizations. The Learning Organization, 11(1), 28-44. https://doi.org/10.1108/09696470410515710
  77. Trusson, C. (2016). Segmenting workers within a job family for customized HRM 'content' practices: The case of IT service support workers. Human Resource Management Review, 26(4), 343-357. https://doi.org/10.1016/j.hrmr.2016.06.001
  78. Vossaert, L., Anseel, F., & Ho, V. (2023). Do multiple I-deals in a team help or hinder team outcomes? A resource scarcity perspective. Group & Organization Management, 48(1), 156-191. https://doi.org/10.1177/1059601122115183
  79. Walker, K. (2010). A systematic review of the corporate reputation literature: Definition, measurement, and theory. Corporate Reputation Review, 12(4), 357-387. https://doi.org/10.1057/crr.2009.26
  80. Wright, P. M., & Boswell, W. R. (2002). Desegregating HRM: A review and synthesis of micro and macro human resource management research. Journal of Management, 28(3), 247-276. https://doi.org/10.1177/014920630202800302
  81. Wright, P. M., Dunford, B. B., & Snell, S. A. (2001). Human resources and the resource-based view of the firm. Journal of Management, 27(6), 701-721. https://doi.org/10.1177/014920630102700607
  82. Zhang, M. M., Zhu, J. C., De Cieri, H., McNeil, N., & Zhang, K. (2024). Innovation-enhancing HRM, employee promotive voice and perceived organizational performance: A multilevel moderated serial mediation analysis. Personnel Review. https://doi.org/10.1108/PR-10-2023-0411
  83. Zhang, S. M., & Feng, M. R. (2019). The integration of gender perspective in HRM for improving employee experience: Evidence from Chinese corporations. Management Research, 33(10), 1010-1032. https://doi.org/10.1016/j.mna.2019.04.021
  84. Pourshahabi, V. (2023). Employee training using artificial intelligence (A systemic model). Journal of Management and Educational Perspective, 5(3), 248-281. https://doi.org/10.22034/jmep.2024.422828.1258  [In Persian]
  85. Rahimiaghdam S, Salehpoor P, Namvar R. (2025). Ethical Challenges of Adopting AI in HRM. Ethics in Science and Technology , 19 (4) :142-149. http://ethicsjournal.ir/article-1-3026-fa.html  [In Persian]
Management Studies in Development and Evolution
Volume 34, Issue 115
Spring 2025
Pages 111-152

  • Receive Date 29 September 2024
  • Revise Date 05 February 2025
  • Accept Date 03 March 2025

Home

Editorial Boards

Submit Manuscript

Article Processing Charges

Contact Us