EPOCHAL CHANGES INFLUENCING THE WORLD OF WORK: A SYSTEMATIC LITERATURE REVIEW OF IMPLICATIONS FOR HUMAN RESOURCE MANAGEMENT
Résumé
This scoping review systematically analyses the significant influence of epochal transformations, principally the Fourth Industrial Revolution (Industry 4.0), demographic transitions and the shift towards service- and knowledge-intensive economies, on human resource management (HRM) practices and professional roles. In accordance with PRISMA guidelines, the methodology involved a thorough search of relevant academic databases using Boolean operators to combine keywords. The inclusion criteria encompassed peer-reviewed, methodologically rigorous studies that were directly pertinent to the research scope. Sources lacking peer review or methodological robustness were excluded. The findings suggest that Industry 4.0 technologies can automate HR functions such as recruitment and performance appraisal, enable data-driven talent analytics and boost employee engagement, provided they are implemented strategically. However, adoption also introduces risks, including technostress, burnout and increased staff turnover due to digital overload. Demographic shifts necessitate the development of inclusive policies, flexible working arrangements, continuous skills development initiatives and effective intergenerational management strategies. The transition towards a knowledge economy requires agile competency frameworks and competency-based assessment models, as well as the development of human-centred organisational cultures. HR professionals are evolving into strategic partners who require competencies in digital literacy, change management, AI integration and ethical data governance. Organisations should implement balanced digital transformation strategies that incorporate safeguards for well-being, invest in continuous learning, foster inclusive frameworks and modernise performance management and reward systems. Cultivating ethical organisational cultures remains paramount. HR practitioners should develop expertise in data analytics, AI governance and strategic foresight. Proposed areas of future research include the integration of Industry 5.0 paradigms, strategies for mitigating technostress, the analysis of the cross-cultural impact of digitalisation, and the development of metrics for evaluating the effectiveness of HRM within digitised work environments.
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