Human Resource Management in the New World of Work
Journal: Modern Economics & Management Forum DOI: 10.32629/memf.v5i3.2382
Abstract
In this paper, we mainly analyze the impact of the fourth technological revolution on work, and human resource management in general in both positive and negative ways. There are mainly five dimensions of work affected by technology, namely the future of jobs, social protection system, wage and income inequality, job quality, social dialogue and industrial relations. By extension, technology makes a big difference to even the whole Human Resource Management considering increasing efficiency of recruitment, performance appraisal, employee development and decision-making, as well as several drawbacks such as privacy risks and feeling of untrusted, etc.
Keywords
technology; social protection system; non-standard employees; wage and income inequality; human resource management
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[4]Bedi, A. S. (1999). The Role of Information and communication technologies in economic development: A Partial Survey. SSRN Electronic Journal, 7. https://doi.org/10.2139/ssrn.3318589
[5]Doorn, L. V., & Vliet, O. V. (2022). Wishing for More: Technological Change, the Rise of Involuntary Part-Time Employment and the Role of Active Labour Market Policies. Journal of Social Policy, 1–21. https://doi.org/10.1017/s0047279422000629
[6]Edmondson, A. C. (2002). Managing the risk of learning: Psychological safety in work teams.
[7]Gandhi, I., & Rami, C. (1981). Population Policy in India: Two Comments. Population and Development Review, 7(1), 168–171. https://doi.org/10.2307/1972794
[8]Goldsmith, W., Blakely, E., & Blakely, E. J. (2010). Separate Societies：Poverty and Inequality in U.S. Cities. Temple University Press.
[9]Guardiancich, I., & Molina, O. (2017). TALKING THROUGH THE CRISIS Social dialogue and industrial relations trends in selected EU countries. https://www.iris.sssup.it/bitstream/11382/526690/5/2017_IG%26OM_ILO.pdf
[10]Harter, J. K., Schmidt, F. L., & Keyes, C. L. M. (2003). Well-being in the Workplace and its Relationship to Business Outcomes: A Review of the Gallup Studies.
[11]International Labour Organization. (2016). Non-standard employment around the world: Understanding challenges, shaping prospects.
[12]Jain, V. K. (2014). Impact of Technology on HR Practices. INTERNATIONAL JOURNAL of INFORMATIVE & FUTURISTIC RESEARCH, 1(10).
[13]Lee, J.-W., & Wie, D. (2015). Technological Change, Skill Demand, and Wage Inequality: Evidence from Indonesia (Vol. 67, pp. 238–250).
[14]Ore, O., & Sposato, M. (2021). Opportunities and risks of artificial intelligence in recruitment and selection. International Journal of Organizational Analysis, 30(6), 1771–1782. https://doi.org/10.1108/ijoa-07-2020-2291
[15]Philbeck, T., & Davis, N. (n.d.). The Fourth Industrial Revolution: Shaping a new era. Journal of International Affairs Editorial Board, 72(1), 17–22. https://www.jstor.org/stable/10.2307/26588339
[16]Postelnicu, C., & Câlea, S. (2019). The Fourth Industrial Revolution. Global Risks, Local Challenges for Employment. Montenegrin Journal of Economics, 15(2), 195–206. https://doi.org/10.14254/1800-5845/2019.15-2.15
[17]Puhovichova, D., & Jankelova, N. (2020). Changes of human resource management in the context of impact of the fourth industrial revolution.
[18]Reif, W. E., & Bassford, G. (1973). What mbo really is: Results require a complete program (Vol. 16, pp. 23–30).
[19]Sree, B. (2018). Recruitment Through artificial intelligence: A conceptual study. International Journal of Mechanical Engineering and Technology (IJMET), 9(7), 63–70.
[20]Venn, D. (2009). Legislation, collective bargaining and enforcement: Updating the OECD employment protection indicators. www.oecd.org/els/workingpapers
[21]Worthy, J. C. (1950). Organizational structure and employee morale. American Sociological Review, 15(2), 169. https://doi.org/10.2307/2086780
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