HR practitioners therefore need to think about how the organisation might benefit from the flexibility that this approach might offer, while still ensuring that employees are not put at risk from a lack of support and employment security. It is important here that employers take a responsible, and longer term, approach to using these contracting arrangements, rather than focusing solely on short-term cost savings and flexibility. The above discussion suggests that employers need to consider a possible downside of the increased use of technology in the workplace.
Media coverage demonstrates that employees are concerned about this prospect. The HR function is central in the process of addressing such concerns as policies relating to employee wellbeing are to a large degree their responsibility.
Indeed, some companies such as Daimler have introduced policies to encourage employees to disconnect outside of working hours HR Magazine, However, it is difficult to enforce such ideas, and especially to balance the need for choice of when and where to work with the risk of overwork. The above examples suggest a role for the HR function in navigating the changes to work, the workplace and the workforce that are driven by technological advancement.
However, it is important to also note that emerging technologies have been shown to also influence the way that organisations undertake their HR activities.
The principal HR functions of attracting, selecting, developing, motivating and retaining talented employees in organisations Stone et al. For example, as reported by Davenport et al.
Using interactive technologies can support line managers and HR professionals to enhance interactions and communication with their employees. In general, technology can provide new opportunities for HR. At its most drastic, the increase in automation and rise in self-employment and the gig economy might result in a significantly smaller permanent workforce, meaning that the role of HR will be fundamentally changed. The findings of the evidence review and above discussion suggest that emerging technologies such as AI, robotics, VR and AR, digital technologies, wearables and blockchain have the potential to affect work and employees significantly.
The degree and speed of this impact depends to a large extent on developments in the technologies themselves and the willingness of organisations to adopt them. This review also indicates that the HR function has a key role to play in helping employees to navigate the changes to the world of work particularly in relation to skills development, work organisation and mental health.
While the key activities involved in HRM — to support managers in employees in going about their daily work CEB, — are unlikely to change, the role of the HR function may become even more important as both the potential benefits and risks of emerging technologies for employees develop. Whether the HR function can successfully undertake this role depends upon their own skills development and their own understanding of technologies and their implications.
Jesuthasan suggests that sustaining digital engagement in the future workplace will become a key part of the HR role. We would go beyond that statement and propose that actually the role of the HR function is also to develop and support employees in order to ensure their growth and wellbeing, as well as the sustainability of the organisation, against the backdrop of this technological advancement.
There is no primary data associated with this article. All references are included in the reference list for this paper. Is the work clearly and accurately presented and does it cite the current literature? Is the study design appropriate and is the work technically sound? Are sufficient details of methods and analysis provided to allow replication by others? If applicable, is the statistical analysis and its interpretation appropriate? Are all the source data underlying the results available to ensure full reproducibility?
Competing Interests: No competing interests were disclosed. Reviewer Expertise: HR technology; electronic human resource management; Digiatalised talent management;.
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Get PDF. Get XML. How to cite this article. NOTE: it is important to ensure the information in square brackets after the title is included in all citations of this article. Close Copy Citation Details. The impact of emerging technologies on work: a review of the evidence and implications for the human resource function [version 1; peer review: 2 approved, 1 approved with reservations]. Abstract Popular media suggests that technological advancement will continue to have a dramatic effect on work, but it is difficult to distinguish between the hype surrounding this and the actual potential impacts.
This study examines what the evidence is in relation to the impact of emerging technologies on work and the role of the human resource HR function in helping employees and organisations to navigate these changes.
Evidence suggests that the latest technologies, such as artificial intelligence and robotics, are being employed by organisations to automate simple and repetitive tasks as well as to make complex decisions quickly and more accurately via predictive algorithms.
In addition, emerging technologies are increasingly being used to support the implementation of more flexible working practices such as virtual work and gig work. However, this will present a number of challenges for HR professionals, who will need to help employees to update their skills to compete in the future world of work, and to find ways to address the possible negative effects of increased connectivity and precarious working arrangements on employee wellbeing.
Keywords future of work; technological advancement, artificial intelligence, human resource management, emerging technologies. Corresponding Author s.
Emma Parry emma. Grant information: The authors declare that no grants were involved in supporting this work. Introduction Over the last few years, we have seen a vast amount of attention paid to the impact of technological development on work, sometimes referred to as the changing world of work, particularly by popular media and consultants.
Methods In order to address the question above, an analysis of published evidence relating to the impact of technology on work and people management was undertaken. Table 1. Keywords for review of published evidence. Findings The results identified a number of emerging technologies that are likely to have an impact on the future of work and therefore have implications for the HR function.
Automation and changing skills requirements Evidence suggests that there are enormous financial incentives for employers to increasingly automate their currently human processes Markoff, and that advances in automation could dramatically change the nature of jobs available PWC, Effects on employee well being The above discussion suggests that employers need to consider a possible downside of the increased use of technology in the workplace.
The impact of emerging technologies on HRM The above examples suggest a role for the HR function in navigating the changes to work, the workplace and the workforce that are driven by technological advancement. Conclusions and implications The findings of the evidence review and above discussion suggest that emerging technologies such as AI, robotics, VR and AR, digital technologies, wearables and blockchain have the potential to affect work and employees significantly. Data availability There is no primary data associated with this article.
Grant information The authors declare that no grants were involved in supporting this work. F recommended References Atkinson K: The alpha effect: why the civil service will soon need more part-time roles. Institute for Employment Studies. Q J Econ. Publisher Full Text Berg J: Income security in the on-demand economy: Findings and policy lessons from a survey of crowdworkers. Comparative Labor Law and Policy Journal. Eur Manag Rev. Reference Source Bloss R: Mobile hospital robots cure numerous logistic needs.
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Harv Bus Rev. Reference Source Deloitte: Digital workplace and culture: How digital technologies are changing the workforce and how enterprises can adapt and evolve. Int J Manag Rev. The Guardian. New Tech Work Employ. Organ Stud. Technol Forecast Soc. Publisher Full Text Forbes: Back to the future with face-to-face technology. Reference Source Government Office for Science: Artificial intelligence: opportunities and Implications for the future of decision-making, Report.
Reference Source Guardian: French workers win legal right to avoid checking work email out-of-hours. Acad Manage Rev. Prof Saf. Reference Source Holland P, Bardoel A: The impact of technology on work in the twenty-fist century: exploring the smart and dark side. Reference Source Independent: Electronic leash: How the office email is taking over our lives.
Strategic HR Review. Flexible working practices and the intensification of work. Hum Relat. J Organ Behav. Am J Sociol. Thirty-fifth International Conference on Information Systems. New York Times, online. Hum Resour Manage Rev. Wiley, Hoboken: New Jersey. Empl Relat. New Media Soc. Technical Report, PwC. J Manage. PLoS One. Commun ACM. Publisher Full Text. Comments on this article Comments 0. Competing interests No competing interests were disclosed.
Article Versions 1 version 1. This is an open access article distributed under the terms of the Creative Commons Attribution License , which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
Manager RIS Sente. Parry E and Battista V. Track an article to receive email alerts on any updates to this article. Approved with reservations A number of small changes, sometimes more significant revisions are required to address specific details and improve the papers academic merit. Not approved Fundamental flaws in the paper seriously undermine the findings and conclusions.
How to cite this report:. NOTE: it is important to ensure the information in square brackets after the title is included in this citation. Reviewer Report 02 Apr Miguel R. VIEWS 0. I believe that this article represents a very clever second use of all the work involved in the comprehensive literature review carried out for an earlier project. I applaud the authors for finding a creative way to capitalize on the significant amount of effort invested in that work.
I cannot disagree with most of the points made in this article, but I have a few suggestions to hopefully improve this contribution. Within the Methods section, I recommend defining "the gray literature" in specific ways preferably through a published reference, but this is not necessary. The last paragraph of the same section mentions "three areas investigated," without specifically mentioning them. My guess is that these three areas are the ones mentioned in the second paragraph, namely: how technology is changing work, what trends are likely to affect work, and HR roles in relation to these changes.
My suggestion is to be explicit about "the three areas investigated. A high level of security in the form of immutability is the major strength of this emerging technology, but privacy is not, because of the need to keep replicas of the blockchain database for independent verification Olivas-Lujan, 1.
Overall, I found the article well-written, with compelling arguments based on recent, informed publications. I believe it offers a valuable contribution to the HR innovations literature and look forward to reading its final version. Yes Is the study design appropriate and is the work technically sound?
Yes Are sufficient details of methods and analysis provided to allow replication by others? Yes If applicable, is the statistical analysis and its interpretation appropriate? Not applicable Are all the source data underlying the results available to ensure full reproducibility? Yes Are the conclusions drawn adequately supported by the results? Olivas-Lujan MR. Reviewer Report For: The impact of emerging technologies on work: a review of the evidence and implications for the human resource function [version 1; peer review: 2 approved, 1 approved with reservations].
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