Evolution of doctrines in human resource management system

This article examines the value of ideas and views, scientists, thanks to which doctrines arose in the human resources management system. Each of the doctrines is distinguished by its philosophy, approaches to the interpretation of the personnel management system in terms of its value to the organization. The author of the article reveals the essence of the main paradigms in personnel management of the XX century, justifies the need to rethink the process of establishing a personnel management system taking into account the development of economic and social human life at the beginning of the XXI century within the framework of a humanistic approach (human management/human being management). Moreover, the article emphasizes that HCM (Human Capital Management) is based on a humanistic approach that recognizes a person not just as a resource, but as an independent value, a key subject and at the same time a special object of management. This means that socio-cultural norms and values adopted both in the organization and in society as a whole form the basis of interpersonal relationships and behavior of employees. Instead of a rigid hierarchy and directive management, HCM focuses on staff involvement, delegation of responsibility and stimulating proactive participation of employees in achieving the overall goals of the organization, which directly affects its competitiveness.