Pages: 9

Human resources (HR) management has seen sea changes in the past. But when we look at today's era, the changes are more strategic and high-paced and depict a total paradigm change. Under Industry 4.0, the transformation of HR has been significant, leveraging digital technologies for data-driven decision-making. There is a need for HR to adapt its practices to the changing demands of the digital era and automation and play a strategic role in driving organisational success. HR is embracing agile learning and development practices to meet the evolving skill needs of the digital era. Learning management systems, e-learning platforms, micro-learning modules and virtual reality-based training are utilised to provide flexible, personalised and on-demand learning experiences. HR plays a crucial role in identifying skill gaps, designing training programs and implementing initiatives to ensure employees have the necessary competencies to thrive in the digital era. HR needs to adapt its recruitment and talent acquisition strategies to attract individuals with skills relevant to Industry 4.0. HR professionals need to develop a comprehensive understanding of the concepts, principles and technologies associated with its implementation, which can have a positive impact on their capabilities and effectiveness. HR professionals will be equipped to navigate the challenges and leverage the opportunities presented by Industry 4.0. They will contribute to the strategic goals of the organisation, foster innovation and drive the digital transformation of HR practices for the benefit of both employees and the organisation as a whole. This chapter presents a discussion on the industrial revolution and key features of Industry 4.0. With these changes, the HR function has revolved 360 degrees. Major adoption in HR functions due to Industry 4.0 has been discussed in this chapter. The integration of HR with recent technologies can facilitate to the transition in business..

Pages: 22

The rapid advancement of robotics technology is revolutionising the field of production and manufacturing. As automation and robotics become integral components of production processes, organisations' human resources (HR) function faces significant changes and challenges. This abstract explores the impact of robotics in production on the HR function and highlights key areas that are being transformed. The abstract delves into integrating robotics of output and its effects on the workforce. It discusses the shift in job roles and responsibilities as specific tasks become automated, leading to a need for upskilling and reskilling of the force. Additionally, it examines the potential displacement of some jobs and the corresponding requirement for workforce planning and talent management strategies. Furthermore, the abstract explores the role of HR in managing human-robot collaboration in the production environment. It examines the challenges and opportunities associated with ensuring a smooth integration between humans and robots, including training, safety, and communication issues. It also highlights the importance of HR in fostering a positive work culture that embraces automation and provides support to employees during this transition. The abstract highlights the critical role of HR in driving organisational change and developing strategies to maximise the benefits of robotics in production. HR professionals must proactively identify the skills and competencies in demand in the new production landscape and implement training programs to bridge skill gaps. They also play a crucial role in facilitating employee engagement and addressing potential concerns and resistance to change.

Pages: 18

Artificial Intelligence (AI) is a branch of computer science concerned with the development of smart machinery competent for performing tasks commonly associated with human intelligence. In today's competitive environment, efficient human resource management (HRM) is essential for all types of businesses, as it helps to enhance the performance of the organizations. HRM is evolving, moving away from traditional practices like hiring, training, and development, and moving towards more advanced methods such as automation, the combination of AI, and the use of augmented intelligence. The implementation of these processes will significantly change and reshape the responsibilities and functions of HRM within different types of organizations. This research attempts to investigate the utilization of AI in various tasks related to HRM. The study aims to determine the specific AI tools employed in HRM, examine the benefits and challenges of using AI in HR, and the methods implemented to overcome those challenges. The integration of AI into HRM is a recent development and only a few companies have fully implemented it across all human resources (HR) processes. The primary benefits of incorporating AI will be an increase in efficiency and automation of repetitive tasks, but the primary obstacle that companies may face is the level of preparedness to adopt new technologies.

Pages: 10

Blockchain technology is emerging as a secured and dynamic database system. Businesses are successfully adopting it in multiple functions. The present paper is a discussion based on the adoption of blockchain technology in people management functions. The article is based on a literature review available from various sources online, mainly google scholar, Scopus, and WoS. This study also discusses a few white papers from reputed research agencies. The usage of blockchain technology in human resource management (HRM) functions has yet to be explored. Blockchain utilization is yet to begin in many public and private businesses; therefore, this article is an excellent addition to the research repository. The adoption of blockchain across employee life cycles will fast-forward in the coming years.

Pages: 19

Employee engagement is the optimistic attitude of all employees towards the business and the organisation's value. The study aims to identify whether artificial intelligence (AI)-based technology will affect employee engagement, through which organisational performance can be improved. The objective of the study is to connect the employee sentiments using AI-based text analysis techniques so that the computer can read the employees' sentiments. This study uses a quantitative approach, including Cronbach's alpha, correlations, and regression techniques, with 200 samples from various organisations. This research has shown that using AI-based software can significantly help management find out the status of each employee's level of involvement and anticipate their attitudes and behaviours through predictive indicators. Thus, the organisation's performance can be enhanced and key employees can be retained proactively.

Pages: 16

The emergence of the gig economy has brought about significant transformations in the world of work, presenting both opportunities and challenges for organizations and policymakers. This chapter investigates the legal implications of the gig economy for human resource (HR) management, the challenges recruiters face in this evolving work landscape, the role of incubators and accelerators in supporting gig economy workers, and the importance of policy development in regulating this sector. It examines the legal obligations of organizations employing gig workers and the potential ramifications of misclassification. It analyses the impact of gig work on traditional HR practices, such as talent acquisition, performance management, and employee benefits. It covers considerations recruiters must address, such as evaluating skills and competencies without traditional resumes, managing remote workers, and maintaining employer branding in the gig marketplace. The chapter discusses the role of incubators and accelerators and how these entities can offer valuable resources, mentorship, and networking opportunities to gig workers, fostering their professional growth and sustainability. Lastly, the chapter emphasizes the significance of policy development in the gig economy. It analyses the existing policy landscape and highlights the need for comprehensive and adaptive regulations that protect the rights and well-being of gig workers while enabling innovation and economic growth. This study implies a mixed-method approach gathering information about the gig economy from digital platforms, feedback from company experts, employees, etc. This chapter contributes to understanding the gig economy's legal, HR, and policy dimensions, providing insights for organizations, recruiters, policymakers, and other stakeholders to navigate the evolving work landscape in the 21st century.

Pages: 9

Metaverse is a technology that makes the complete metamorphosis of the entire internet ecosystem. The concept and mechanism of the metaverse will redefine internet use in the future. The retrospective impact of the metaverse will change the strategic operation in the diverse fields of business operation. Hence, the application of the metaverse will have a radical change in human resource management (HRM) operations. This secondary-based study aims to highlight the significant changes that metaverse will incorporate in different gamut of human resource (HR) operations. The core objective of this descriptive study is to understand the magnitude of the change that the metaverse brings to different sub-functions of HRM. This study has explored the possibilities and future advantages that HR can extrapolate by applying metaverse. This study has been done based on secondary information. Attempts have been made to synthesise the data from different secondary sources to infer the future outcome of metaverse in HRM.

Pages: 13

New technologies have a vast and expanding effect on our daily lives, workplaces, and companies. Most human resources (HR) duties are affected by the widespread use of cutting-edge technology like blockchain and artificial intelligence. Challenges abound in the HR industry right now, as HR departments spend a great deal of time screening applicants and verifying credentials to reduce the likelihood of faulty hiring. Searching, selecting, and managing employees, as well as recruiting, retaining, and integrating new employees, are all activities that increasingly rely on technology in modern workplaces. Considering the transactional expenses, these HR approaches might be more costly than conventional practices, but they are far more successful. There are two sections to this study. After a brief introduction, the first section delves into the topic of trust and secrecy achieved via the application of blockchain technology in HR processes, and the second section explores security, fraud prevention, and increased productivity. The chapter concludes with a discussion of blockchain's potential effects on businesses that adopt it.

Pages: 12

Blockchain's potential in human resources (HR) is vast. HR employees of all ranks will benefit from this technology's increasing pervasiveness and ease of use as it streamlines operations and boosts productivity. It aims to assess the potential of blockchain technology in creating value for HR processes. The study outlines the blockchain technology phenomenon by analyzing existing literature and highlighting the features and benefits essential to realizing the HR application potential of blockchain technology. The application of blockchain technology assists in measuring HR effectiveness. HR experts can gain a strategic edge in formulating the blockchain network model, which supports an effective and efficient decision-making process.

Pages: 18

Adorned with unique characteristics and potentialities, Generation Z (born in 1997–2012) is in the limelight in workplaces. It is forecasted that in 2025, they will occupy 27% of the workforce worldwide. Human resources (HR) managers must bring innovations in their practices to acquire and retain those unique talents. The factors responsible for accommodating the innovations in HR practices and establishing new workplaces for the new generation while keeping compatibility with the older generations in mind are being examined. The study aims to (1) identify the characteristics and expectations of Generation Z from the workplace, (2) explore the organizational factors affecting innovative HR practices, and (3) explore the role of innovative HR practices in creating a workplace suitable for Generation Z. The study follows a systematic literature review method. It considers 39 articles from the Scopus database as relevant to the study. It is found that organizational factors, i.e., firm size, organizational structure, organizational culture, and leadership style, are responsible for bringing innovation in HR practices to create a workplace suitable for Generation Z.

Pages: 9

Artificial intelligence (AI) is a phenomenon in the entire world now. Application of AI in business is being executed across the business domain. On the contrary, the negative impact of AI on human employment and life hood is also in the limelight of discussion. Human capital management is considered one of the most challenging jobs, and its approaches are constantly changing. Many large-scale organizations worldwide are practising the application of AI in determining the control of retention in human resources (HR). This study is a step ahead to understanding the various AI application modes in retaining HR within organizations to curb the rate of human asset turnover. This study aims to understand the application of AI in terms of employee engagement and subsequent employee retention. It is a descriptive study based on secondary sources of information. Large-scale organizations across the globe are adopting AI to understand employee sentiments and take preventive measures to control HR in their respective organizations. So, the study has done a comprehensive descriptive analysis of selective organizations worldwide on applying their strategic management approach to adopt in HR retention. Based on secondary sources of information, the study has found that most large-scale organizations are adopting AI in determining and developing strategies to control employee turnover. The study has found various methods that AI facilitates to make proper decisions based on data and predict the possibilities of employee resignation through algorithms. Hence, it is found that many IT-based organizations have succeeded in retaining their employees well in advance.

Pages: 9

Everything in the HR arena is changing rapidly today. In this fast-paced world, it is challenging for employees to get back up and have a proper work-life balance. In tough situations, resiliency at the workplace is one essential thing which helps employees to cope with stressful situations and toughens them to get going despite facing adversities. This research paper uses a systematic literature review methodology to identify what resilience is and how one can enhance resiliency at the workplace. This review includes 15 papers with primary focus on what resilience is, how resilience is changing in today's times, resiliency with respect to an individual and how to enhance resiliency at the workplace. This article will be helpful for upcoming researchers, students, and managers in the field of human resource management (HRM) worldwide. Future study directions are suggested based on both, thematic and methodological factors. Working in diverse environments today, this chapter aims to understand how human resources (HR) departments can add and adapt to the changing needs of the rapidly evolving business climate. It will help organizations to identify and curate the best practices and strategies for employees to be resilient and agile even in the face of toughest of situations.