The BAM Human Resource Management SIG International Symposium will take place between 12 and 14 June 2022.
The Fourth Industrial Revolution (Schwab, 2017) has given rise to many polarized debates about the world of work and how employing organisations manage people. On the one hand, the emergence of artificial intelligence and digitization creates opportunities for new occupations, efficiencies in the production and supply chain, as well as reduction of human error (Colbert, Yee, & George, 2016; Wang & Siau, 2019). On the other hand, a large number of jobs are at risk of obsolescence, the skills gap accentuates, and adverse working conditions within the gig economy intensify (OECD, 2019; Wood, Graham, Lehdonvirta, & Hjorth, 2019). The role of data analytics also has strong implications for productivity and experience of work for workers through performance instantaneous monitoring and management interventions. At the same time, global and multi-layered developments increase the need for more sustainable, aligned and contemporary human resources management (HRM) and employment relations (ER) practices. For example, the changing demographics in the workforce caused by ageing workforces and conflict- or disaster-induced mass human displacements resulting in the need for labour market integration of immigrants and refugees, present employing organizations with both opportunities and challenges of how to effectively access novel and rare talent (UNHCR, 2019). In addition, climate change and global warming have given rise to governmental and corporate green policies with clear implications for designing, implementing and championing green HRM practices (Leidner, Baden, Ashleigh, 2019). Also, the changing nature of work, in part driven by digital innovations, has increasingly resulted in the growth of non-standard forms of employment (40% of the total economy in OECD countries) and subsequently, the need to extend social protection and the opportunity for collective bargaining to an increasing segment of workers (OECD, 2019).
This symposium offers an opportunity for dialogue among academics, practitioners and policy makers to engage with current and future challenges and identify potential HRM and ER strategies to address such challenges. We welcome both empirical and conceptual papers that may examine relevant topics at micro-, meso- or macro-level. All methodologies are welcome.
Topics likely to be examined include (the list is not exhaustive):
- Artificial intelligence, machine learning, and job automation
- Ethical use of artificial intelligence and data analytics in workplaces
- Changing workplace demographics, inclusion and diversity in the global economy
- Training and development of a workforce for the future of work
- Responsible HRM practices in the context of climate and demographic change
- Designing, implementing and promoting HRM practices for the the digital age
- Opportunities and challenges for talent management in the changing world of work
- The gig economy and its implications for HRM in a global context
- The role of HRM in sustainable and responsible employing organisations
- HRM and employment practices across different organization forms and systems
- Big data: opportunities and challenges for workforces
- Roles of institutional actors in regulating digital platform work
- Workers’ voice in the digital age