Throughout history, each period of human society has been marked by its own level of social and technological development. These developments have directly influenced how workers were trained, qualified, and professionally developed within organizations. From manual labor in agrarian societies to the specialized roles of the industrial age and the knowledge-based competencies of the digital era, the workforce has always evolved in response to the demands of its time. In today's fast-changing world, this evolution continues at a new level of complexity. The modern workforce is shaped by technological innovation, along with the growing emphasis on sustainability, social responsibility and ethical governance. This is where Human Resource Management (HRM) plays a key role. HRM is no longer limited to labor legislation, recruitment, training and performance management. It has become a strategic partner in developing organizations that are aligned with the values of Innovative, Sustainable, and Socially Responsible (ISSR) society. In such a context, HRM has to strengthen a culture of continuous learning, inclusivity, and purpose driven work. It must ensure that employees are equipped with the right set of skills, knowledges, and empowered to meaningfully contribute to societal and environmental goals. By integrating the ISSR principles into HRM practices, organizations cultivate agile, ethically grounded employees who are capable of driving innovation in ways that benefit business and society. This alignment between historical labor and workforce evolution and ISSR HRM highlights a simple yet profound truth behind lengthy descriptions: the very heart of societal progress is, and has always been, the development of human potential. And this is why the modern ISSR HRM significantly differs from other managerial tasks, approaches, and processes. As a case, the European average and Slovenia are compared. In most criteria, data from the applied survey differ less than expected. None is as close to ISSR society as hoped for.