Human & technological resource management (HTRM) : new insights into Revolution 4.0 / edited by Payal Kumar, Anirudh Agrawal and Pawan Budhwar.

Format:

Book

Contributor:

Kumar, Payal, editor.

Agrawal, Anirudh, editor.

Budhwar, Pawan S., editor.

Language:

English

Subjects (All):

Personnel management--Technological innovations.

Personnel management.

Information technology--Management.

Information technology.

Technological innovations--Economic aspects.

Technological innovations.

Physical Description:

1 online resource (200 pages)

Edition:

1st ed.

Other Title:

Human and technological resource management (HTRM)

Place of Publication:

Bingley, England : Emerald Publishing, [2021]

Summary:

Industrial Revolution 4.0 is upon us, with disruptive technology rapidly changing our personal and professional lives. In this climate it is not clear how organization reorganization will take place and there is haziness over the strategic HRM required to attract, develop, and retain talent.

Contents:

Intro

Half Title Page

Title Page

Copyright Page

Dedication Page

Contents

List of Figures

List of Tables

About the Contributors

Foreword: Managing People and Technological Change in Context

Preface

Part I-Conceptual and Historical Frameworks

Chapter 1-Futuristic Organisational Design: The Role of Technological Imperative in Defining the Changing Nature of Structure, Coordination and People Practices

Introduction

A Multilevel Perspective of Organisational Design

A Brief Overview of Historical Organisational Designs

Organisational Design in the Digital World

Discussion, Concluding Remarks and Future Prospects

References

Chapter 2-A Polycentric Network Forming Digital Competencies for the Future

The Broader Perspective and Relevance of the Project: 'Digital Pathways to Growth - Competency'

Relevance and Context of the Project: 'Digital Pathways to Growth - Competency'

The Theoretical Approach

Organisational Systems, Structural Couplings and Polycentric Networks

Communication, Shared Semantic Reservoir and Meaning

The Engaged Semantic Research Strategy and Design Thinking: The Methodological Approach

The Competency Model as an Embryo of a Multifunctional Semantic Reservoir

Requirements for a Competency Model

The Competency Model, Tools and Procedures

The Competency Model as a Multifunctional Semantic Reservoir

Discussion, Conclusion and Further Research

Chapter 3-HRM 4.0 and the Shifting Landscape of Employer Branding

Understanding Industry 4.0 and HRM 4.0

Conceptual Understanding of Employer Branding

Challenges and Avenues of Employer Branding

Impact of HRM 4.0 on Employer Branding Strategies

Framework and Concluding Thoughts

References.

Chapter 4-Opportunities and Barriers in the Practice of Human Resource Analytics

Potential Uses of HRA: Evidence from the Literature

The Empirical Study

1. Requirements for Successful Use and Implementation of HRA

a. Competencies:

2. Strategic value of HRA? This section has two parts: first it reports on whether HRA can increase HR's contribution towards organisational strategy. Secondly, related to the literature, alternative destinations within the organisation for HRA are discus

3. Perceptions and Reflections on the Future of HRA This section is divided into two parts: the first part covers attitudes of HRA practitioners towards HRA as this has an impact on the motivation to perform HRA. The second part explores how research part

Non-Users' Perception of HRA

The Restraints for Using HRA

Abilities Gap

Generating and Storing Data

Perceptions about the Role of HRA

Location of the HRA Function: Within or Outside Human Resources Department?

Value of Using HRA

Conclusion

Directions for Future Research

Part II-HRM 4.0: Practice, Strategy and Policy

Chapter 5-Gig Economy, 4IR and Artificial Intelligence: Rethinking Strategic HRM

SHRM and the Age of Disruption

Disruptive Technologies and SHRM

Gig Economy Platforms and SHRM

Gig Economy and Implications for SHRM

Artificial Intelligence and SHRM

New Competencies and Skills for HR Professionals

Chapter 6-Digital Reverse Mentoring as a Strategic HRM Tool: Case Study of an Indian Firm

Digital Transformation and Organisational Change

Electronic/Digital HRM

Data

Metal Multinational Company

Digital Reverse Mentoring

Selection of Reverse Mentors

Selection of Reverse Mentees

Structure of the Initiative

Initial Training of Reverse Mentors.

Early Experiences of the Initiative

Post-Capacity Building Intervention

Analysis and Discussion

Chapter 7-Influence of Artificial Intelligence on Work, People and the Firm: A Multi-Industry Perspective

Artificial Intelligence and Business

Research Agenda

Methodology

Participants

Data Collection and Analysis Procedures

Findings

Scope of AI

Alignment of Technology with Business

Data Integration for Decision-making

Capability Beyond Decision-making for Targeted Solutions

Influence of AI Over the Work

Pervasiveness across Industries

Threat of Extinction to Some Jobs

Emergent New Forms of Work

Human Interactions and Capabilities

Multivariate and Complex Problems

Influence of AI Over the People

Threat to Low-value High Volume Roles

Emergence of New Skill Sets

Continuous Skill Development

Influence of AI Over Human Capital Processes

Talent Management

Talent Development

Influence of AI Over the Firm

Organisational Structure

Importance of Technology

Discussion

Implications for Industry

Future Directions for Research

Chapter 8-India Industry 4.0 and Comparisons with Germany, South Korea and the USA

Research Method

Within Case Analysis

United States

South Korea

India

Comparative Case Analysis

Chapter 9-Will the Pandemic Bring Industrial Revolution 4.0 Closer to Home?

Not So Sudden

Zooming to the Top

Fourth Industrial Revolution to the Rescue

A Tipping Point

Brief History of Boss, Slave and Office

Will Work from Home Work?

Index.

Notes:

Description based on print version record.

Description based on publisher supplied metadata and other sources.

ISBN:

1-83867-223-0

OCLC:

1206396197