Research Handbook on Human Resource Management and Disruptive Technologies

Abstract

The Research Handbook on Human Resource Management and Disruptive Technologies, edited by Tanya Bondarouk and Jeroen Meijerink, is an essential academic resource that delves into the evolving landscape of human resource management (HRM) in the face of disruptive technological advances. Combining contributions from diverse scholars and practitioners, the book presents a rich and multifaceted exploration of how technologies such as artificial intelligence (AI), machine learning, robotics and blockchain reshape HRM practices, theories and strategies. The editors have successfully curated an intellectually rigorous and practically relevant collection, offering valuable insights for researchers, students and HRM practitioners facing the complexities of technology-driven work environments. The book's structure is one of its strengths: it is divided into thematic sections that guide the reader through different aspects of HR transformation. These sections cover a broad spectrum of topics, including talent acquisition, employee engagement, performance management and workplace ethics, all contextualized within the technological upheavals of our time. Each chapter addresses a specific area of interest, allowing readers to appreciate both the granular details and broader implications of technology integration in HRM. This approach organizes the book effectively and provides a comprehensive framework for understanding the interaction between HRM and technology. One of the book's strengths is its critical engagement with the concept of disruption. The contributions do not treat disruptive technologies as a monolithic force but rather explore their different impacts in various sectors and cultural contexts. For example, chapters examining AI-driven recruitment systems offer nuanced discussions of the efficiency these tools bring and the biases they can reinforce. By contrasting the promises of technology with its pitfalls, the book achieves a balance that avoids uncritical optimism or dystopian pessimism. This balanced perspective is particularly useful for HR professionals who need to implement technology ethically, inclusively and sustainably. The editors have also paid close attention to the implications of technology for employee experience and well-being. Several chapters focus on how digital tools can enhance or undermine employee engagement and satisfaction. For example, the analysis of gamification strategies highlights how these tools can motivate employees but potentially lead to excessive supervision and burnout if not implemented thoughtfully. Similarly, discussions on remote work technologies show how these innovations have enabled greater flexibility and exacerbated problems such as blurred work-life boundaries and social isolation. These chapters remind us that the human dimension of HRM must remain central, even as organizations embrace digital transformation. Another noteworthy aspect of the book is its forward-looking orientation. While many studies on HRM and technology focus on current trends, this handbook explores emerging technologies and their potential to reshape the future of work. Chapters on blockchain in HRM, for example, offer fascinating insights into how this technology could revolutionize payroll processing, credential verification and data security. By addressing these cutting-edge topics, the book ensures its relevance to readers seeking to understand where HRM is today and where it is headed. This future orientation is precious in a rapidly changing technological landscape. The book does not shy away from discussing disruptive technologies’ ethical and social challenges. Several authors examine algorithm bias, data privacy and the digital divide, urging HR professionals and policymakers to adopt a critical lens when implementing technological solutions. Ethical dilemmas surrounding employee monitoring technologies, for example, are explored in depth, with contributors arguing for a balance between organiz