Work Has Changed, Has HRM ? Designing for the Distributed, Fragmented, and Fluid Era
针对传统人力资源管理（HRM）与分布式、流动、碎片化工作现实之间的脱节，提出了FLUID-HRM框架，该框架基于空间灵活性、时间去同步化、就业多重性、身份碎片化和数字中介五个结构原则，重新配置核心HRM领域，为无边界工作环境设计道德、有效和包容的人员系统。
ABSTRACT This paper addresses the growing misalignment between traditional human resource management (HRM) systems and the realities of distributed, fluid, and fragmented work. To address this issue, we introduce the FLUID‐HRM framework—a layered design architecture that reconfigures core HRM domains (resourcing, rewards, development, relations, work systems) across onsite, hybrid, and distributed forms of work. The framework is anchored in five structural principles of fluidity: spatial flexibility, temporal desynchronization, employment multiplicity, identity fragmentation, and digital mediation. For each, we propose differentiated HRM responses and corresponding information system (IS) infrastructures. Rather than retrofitting core legacy models, FLUID‐HRM offers a principle‐based approach for designing ethical, effective, and inclusive people systems in boundaryless work environments. By linking structural challenges to HRM innovation, we extend foundational HRM theory and provide actionable guidance for organizations navigating the transformation of work.