From Paper Files to AI

How HR Evolved Globally (1960s–2020s)

By TaskHero | Real Growth Starts with Smarter Tasks — Toward Sky-High Performance

📖 Terminology Guide (Before We Begin)

HR: Human Resources – managing people, workplace culture, and compliance.
SHRM: Society for Human Resource Management (USA).
CIPD: Chartered Institute of Personnel and Development (UK).
FMLA: Family and Medical Leave Act (USA).
ADA: Americans with Disabilities Act (USA).
GOSI: General Organization for Social Insurance (Saudi Arabia).
Fair Work Act: Australia’s primary labor law (since 2009).

🌍 Why HR History Matters

Understanding the past helps us shape smarter systems today. Whether you’re in aviation, petrochemicals, tech, or talent, the way we manage people has gone from reactive compliance to strategic performance.

Let’s explore how Human Resources evolved in Saudi Arabia, the United States, the United Kingdom, and Australia — decade by decade.

🇺🇸 United States

1960s–1970s: Civil Rights Act 1964, EEOC formed. HR focused on compliance and equality.
1980s: Strategic HRM rises. Emphasis on performance and leadership development.
1990s: ATS systems introduced. HR tech emerges.
2000s–2010s: DEI, FMLA, ADA. Rise of wellness and employee-centric policies.
2020s: AI-driven recruitment, hybrid work, and mental health programs dominate.

🇬🇧 United Kingdom

1960s–1970s: Equal Pay Act 1970 and Sex Discrimination Act. HR becomes structured.
1980s: Privatization and HR handles restructuring.
1990s: CIPD standards grow. Employment Rights Act 1996 passed.
2000s–2010s: Digital HR and flexible work policies increase.
2020s: Mental health, compliance post-Brexit, and employee voice trends.

🇸🇦 Saudi Arabia

1960s–1980s: HR run by expats, focused on admin and sponsorship (Kafeel).
1990s: Saudization and Ministry of Labor oversight start.
2000s: Labor Law (Royal Decree M/51) issued, structuring employment rights.
2010s: Launch of Qiwa, GOSI digitization, compliance tools emerge.
2020s: Vision 2030 aligns HR with national strategy.

🇦🇺 Australia

1960s–1970s: Award system and union-based structure dominate HR.
1980s: Enterprise bargaining begins, HR strategy grows.
1990s: Performance reviews and hiring systems gain popularity.
2000s–2010s: Fair Work Act 2009 redefines HR compliance.
2020s: Psychological safety, hybrid policies, anti-harassment efforts rise.

🔍 Common HR Themes Across Borders

Takeaway for New Joiners

Wherever you start your career, HR has one mission: to make work better—for people and performance.

By understanding this history, you’ll appreciate:

Why certain forms exist Why onboarding matters And how HR keeps evolving with business needs

Whether you’re in aviation, logistics, engineering, or tech, your growth is HR’s growth.

Fun Facts from HR History Around the World

Human Resources didn’t always look like it does today. From factory strikes to AI-driven onboarding, the journey of HR is full of surprising twists. Here are some fascinating milestones from across the globe:

1. HR Was Born from Crisis (U.S.)

In the early 1900s, American companies formed early “welfare” departments to deal with labor unrest. But the real shift came in the 1960s, when the Civil Rights Act (1964) and the formation of the EEOC made compliance and equal employment mandatory.

🔗 EEOC – Civil Rights Act

2. Equal Pay Started with a Strike (UK)

The famous 1968 Ford Dagenham women’s strike led to the Equal Pay Act of 1970, setting the stage for gender equity policies in HR across the UK and Europe.

🔗 CIPD – HR Role Factsheet

3. Australia Took Over a Century to Modernize HR Laws

Australia operated under a fragmented award system for most of the 20th century. It wasn’t until the Fair Work Act 2009 that employment conditions were streamlined into a cohesive national standard.

🔗 Fair Work Ombudsman

4. Tech Companies Used to Avoid HR (U.S.)

In the 1990s, startups in Silicon Valley deliberately skipped hiring HR to “stay agile.” Ironically, many had to hire HR urgently later on to manage lawsuits, toxic culture, and rapid hiring.

5. UK and Australia Enforce Psychological Safety Laws

Both countries legally require employers to ensure psychosocial safety — including protection from burnout, bullying, and micromanagement. HR departments now lead on mental health and team climate metrics.

6. Saudi Arabia’s First Unified Labor Law Came in 2005

The Royal Decree M/51 officially structured HR functions across the private sector. It introduced rules for contracts, working hours, leave, end-of-service, and more.

🔗 Saudi Labor Law – HRSD