Human Resource Management and Digitalization

This book represents a polyhedric attempt that sets the stage for a true reflection about the new way of thinking the nature of the relationship between HR and technology. The aim is to provide a unique contribution composed of different points of view by sheding light on the fact that this “so-called-revolution” passes along matches and challenges. As each change requires rethinking and redesign, Innovation 4.0 - demanding a drastic swing in production processes - deeply solicit the role assigned to technologies and HR. Over time two contrasting schools of thought have been emerging: those who argue that machines will override HR and those who think exactly the opposite, namely that human work will never be replaced by machines. The first one argues that the technological innovation steals jobs and opportunity of employment; the second one strongly supports that some of its fundamental characteristics (i.e. autonomy, control, discretion) renders human work irreplaceable. These two opposite positions hold to be true that this revolution represents a big match between HR and technology, where alternatively HR and others technologies might result as defeated. On the contrary, the Authors of this book share an accommodating vision grounded in a peaceful challenge aimed at improving the nature and quality of the relationship between HR and IT. As Innovation 4.0 is a pervasive phenomenon, the book aims at studying its impact under different points of view: namely in terms of structures, practices, leverages (learning, training and communication), competencies and roles. A chapter is dedicated to the understanding of the impact of Innovation 4.0 in European Universities through E-learning Experiences where a multiple-case study analysis is provided and another one to strategic decision-making process in the risk management practicies: data analisys as innovative tool to prevent corruption in the Public Administration.