In parts of the paper the wording used infers that technological change is a given and that innovations "will" influence how we work and "will" require a role for HR.,,,,,, Discussion of how this era of change differs from those previously experienced can help to negate any potential assertions that your paper offers nothing "new". Please disclose any competing interests that might be construed to influence your judgment of the article's or peer review report's validity or importance. ( Log Out /  If you still need help with your Google account password, please click here. For example, employees from Google referred to connectivity as an “electronic leash” that damages their wellbeing (Independent, 2017), while other reports have linked increased connectivity with stress and burnout (The Guardian, 2016). First, digital platforms were shown to be used commonly within work and are central to online marketplaces such as Amazon or e-Bay and to labour market platforms such as Uber or (Morgan, 2014; Zysman & Kenney, 2018). As a response to this need many organisations (e.g. You registered with F1000 via Facebook, so we cannot reset your password. A full article citation will be automatically included. Major consequences for HRM are derived. What do the above technology vendors say about the potential impact of their technology on the HR function? © F1000 Research Limited and its licensors ISSN 2631-3952 | Legal. Over the duration of the coming weeks developing this research proposal, I will aim to find a number of different scholarly sources that will both aid in informing the research topic critically, as well as narrow down the thesis of the report to ensure the topic of analysis is not too broad. Directly substitute for labour, with a high probability that as much as 40 per cent of the jobs in Australia could be replaced by computers within a decade or two; and. The above discussion suggests that employers need to consider a possible downside of the increased use of technology in the workplace. Indeed, research has proposed that the move to a workforce that is increasingly connected and contactable, along with the increase of global working, means that work is becoming nearer to 24/7 (Deloitte, 2016) and that the potential for employees to overwork (and thus damage their wellbeing) is increasing (Chron, 2016; Schlacter et al., 2018). Track an article to receive email alerts on any updates to this article. Another avenue for exploration within this topic was discovered through Andrew McAfee’s TED talk (featured at beginning of blog). We have sent an email to , please follow the instructions to reset your password. You expect to receive, or in the past 4 years have received, shared grant support or other funding with any of the authors. Technological advancement is often associated with other changes within the world of work that might be facilitated by the technology itself, like for example, the disintegration of the traditional employment relationship to be replaced by gig economy work; an increased emphasis on flexibility and agility at work; and a new generation of employees with vastly different attitudes to the previous workforce. To the contrary, on days when employees are engaged in their work, after work, they report greater participation in experiences that foster recovery. References to this new concept seem to appear as an additional discussion point rather than afford a conclusion. These emerging technologies will present a number of challenges for the HR function and for people management more broadly (Bondarouk & Brewster, 2016; Marler & Parry, 2016; Stone et al., 2015). They maintain that physiological resourcefulness built in positive social interactions shapes micro-organisational behaviour, such as engagement and work recovery, and that organisations shape employees by providing (or failing to provide) opportunities for these positive social interactions to occur. Create a free website or blog at Second, AI and machine learning were prominent within the published evidence and mostly applied for data analysis, finding patterns and making predictions (Government Office for Science, 2015). Technology is part of a larger complex system and the influence of technology will not be experienced equally. For example, the need for routine cognitive and manual skills is decreasing, while the need for non-routine cognitive and manual skills has increased (Autor et al., 2003). Within the paper, Chris Angus highlights five overarching technological developments in the field of information and communications technology that are predicted to have the most profound impact on the Australian workforce: (Angus, C 2015). I applaud the authors for finding a creative way to capitalize on the significant amount of effort invested in that work. future of work; technological advancement, artificial intelligence, human resource management, emerging technologies. al 2015). In general, technology can provide new opportunities for HR. However, these developments will also have dramatic impacts on employment sectors, in particular labour. We’d better plan now before it’s too late” (Elliott, 2018) have become commonplace. 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. Not approved - fundamental flaws in the paper seriously undermine the findings and conclusions. We have already seen that technology often increases efficiency in delivering services, decreases the administrative-related work, and allows HR to contribute to the strategic direction of organisations (Bondarouk & Brewster, 2016; Stone et al., 2015). In a similar vein, McGrath et al. The real impact of emerging technology on the future world of work What are the critical considerations and the role of HR?