Human resource management is influenced by a number of factors from the labor market, among which, it is important to highlight the aging of population, labor shortage, growing number of women, pronounced labor mobility, automation and robotics, changes caused by the Covid-19 pandemic, acceptance of diversity and specifics of young employees. Population aging is a process of gradual reduction of the share of the young population in the total population, while increasing the share of the old population. The shortage of workers implies the lack of both highly skilled and low-skilled labor, which is most often associated with emigration or mobility of the population. The emancipation of women in the modern age is also reflected in the significant growth in the number of women in the labor market. Women are strengthening their economic role as it brings them greater autonomy and independence. Migrations of the Croatian population most often refer to emigration from the Republic of Croatia to more developed European countries in search for better living conditions, as well as for better jobs, higher earnings, etc. With the advent of automation and robotics, business processes are being automated, machines are changing people in the workplace, etc. Automation is the control of machines, processes or systems using mechanical and electronic devices that replace human labor. Covid-19 is a virus that appeared in Croatia in the beginning of 2020 and caused an economic crisis, not only in Croatia but all over the world. As lockdown, border closures and various security measures against the spread of the pandemic are introduced to protect human health, there is a significant rise in unemployment due to job losses and the closure of a large number of companies. Acceptance of diversity refers to the acceptance of characteristics and patterns of behavior of minority groups, such as national and ethnic minorities, persons with disabilities, and members of the LGBT community. The specifics of young people are related to frequent job changes, such as short period of retention in the same job, high unemployment rate and the growing popularity of the NEET group, a group of young people who are not employed, are not in the education system nor are they being trained for work. Each of the eight labor market factors has a different significance and impact on human resource management. The hypotheses examined the practices of companies in human resource management under the influence of the phenomenon of automation and robotics, the acceptance of diversity as an important item of the modern age and the problem of lack of necessary staff. The assumption that technological progress, ie the availability of automation will replace the needs for labor, was rejected. The assumption that large Croatian companies employ members of minority communities such as national minorities and the LGBT community, and employ and improve the skills of persons with disabilities, is accepted as true. The third assumption, which reads: large Croatian companies notice the problem of lack of necessary low-skilled or highly skilled workers, and take various actions to solve this problem, is also accepted as true. The research is reflected in defining the influence of labor market factors on human resource management in large Croatian service companies. The theoretical part of the paper presents the theoretical aspects of human resource management, labor market factors and their impact on human resource management, and large enterprises and services. In the empirical part of the paper, using a survey questionnaire conducted on a sample of 33 companies, the practice of human resource management in large companies in relation to labor market factors was investigated.