HRM 4.0 and New Managerial Competences Profile: The COMAU Case
Open accessAbstract
The digital revolution has generated huge changes in the world of work, with relevant implications for the Human Resources Management (HRM) function. New challenges arise in facing digital work, digital employees, and digital management, such that the connection between new technologies and HRM is now described as electronic HRM (e-HRM). Challenges and connection entail the possibility to review the notion of HRM itself, examining new research perspectives and lines of interpretation following a Critical Management Studies approach, thus developing a more contextualized view in conceiving HRM, a more expansive consideration of stakeholders, and a longer-term perspective in approaching the results of digital transformation and HRM outcomes. The article analyzes a specific organizational case, involving a multinational enterprise, and explores how the case study enhances the understanding of HRM as a social practice embedded in specific situated contexts. Such a conception enables the engagement of multiple rationalities, related to both internal and external stakeholders, overcoming a “mere antiperformance stance” and achieving forms of reconstructive reflexivity concerning the interconnection between the digital age, HRM, and the innovative generation of social value through an authentic corporate responsibility.
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Digital technologies are playing a crucial part in the forthcoming 4th industrial revolution in three major ways: growing Internet use, spread of automated learning, and adoption of artificial intelligence.
“Digital technologies are playing a crucial part in the forthcoming 4th industrial revolution in three major ways: the growing Internet use, the spread of automated learning, and the adoption of artificial intelligence (Fregnan et al., 2020).”
From Exploring Human Resource Management Digital Transformation in the Digital Age (2024) · cites this paper as Fregnan et al., 2020
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“In the literature, the connection between new technologies and HRM is described as electronic HRM (e-HRM), which is what Ruël et al. (2004, p. 368) have defined as “a way of implementing HRM strategies, policies, and practices in organizations through the conscious and direct support of and/or with…”
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Exploring Human Resource Management Digital Transformation in the Digital Age
Zhang, J., & Chen, Z. (2024) · Journal of the Knowledge Economy · doi:10.1007/s13132-023-01214-y · Cited by 414 · see citing works
“…imposes deeper digital innovation requirements on HRM. Digital technologies are playing a crucial part in the forthcoming 4th industrial revolution in three major ways: the growing Internet use, the spread of automated learning, and the adoption of artificial intelligence (Fregnan et al., 2020).”
- Authors
- Fregnan, E., Ivaldi, S., & Scaratti, G.
- Affiliations
- Università Cattolica del Sacro Cuore (IT)
- University of Bergamo (IT)
- Corresponding author
- Fregnan, Ezio
- Venue
- Frontiers in Psychology
- Publisher
- Frontiers Media SA
- Published
- 2020-11-20
- Volume
- 11
- Pages
- 578251-578251
- ISSN
- 1664-1078 (ISSN-L)
- PMC
- PMC7714775
- OpenAlex
- W3110258903
- Cited by
- 34
- References
- 5
- Citations by year
- 2025: 8 · 2024: 8 · 2023: 6 · 2022: 9 · 2021: 3
- FWCI
- 4.86
- Type
- journal article
- Language
- en
- Open access
- gold
- doi.org
- Licence
- Locations
- Frontiers in Psychology (publishedVersion, cc-by)
- PubMed Central (publishedVersion, cc-by)
- PubMed (publishedVersion)
- Aisberg (University of Bergamo) (submittedVersion, cc-by)
- DOAJ (DOAJ: Directory of Open Access Journals) (submittedVersion, cc-by-sa)
- Topics
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Corporate Management and Leadership
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › Human Resource and Talent Management
- Social Sciences › Business, Management and Accounting › Organizational Behavior and Human Resource Management › AI and HR Technologies
- Keywords
- managerial competencies, digital transformation, digital work, digital employees, digital management, critical management studies, social practices, stakeholder engagement, reflexivity, corporate social responsibility, social values, multinational enterprise
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