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This study aims to contribute to the old debate about the need for transformation of human resource (HR) professionals and HR services. It proposes the advent of people analytics as an unprecedented opportunity to support this transformation toward a more strategic positioning.

This paper carried out a review of the use or willingness to use analytics by HR professionals.

Although HR professionals have been able to transform themselves over the years from a posture largely dominated by the administrative role, to one that includes compliance, the transformation remains insufficient considering the challenges faced by organizations. The advent of the fourth industrial revolution has put people back at the center of organizations’ concerns, but HR seems to be neither equipped nor ready to seize this unprecedented opportunity to play a more strategic role.

Transforming human resource management to fit Industry 4.0 is not a necessity, but a matter of survival for HR professionals.

This paper aims to explore the impacts of artificial intelligence (AI) on jobs.

The authors followed rapid review guidelines. The authors collected industry and government reports published prior and up to August 2017 in Google and Google Scholar using combination of key words: “job automation” or “work automation” with technology keywords: “artificial intelligence,” “machine learning,” etc. In total, 11 were included in this research.

The use of AI technologies will impact jobs in the near future as some job tasks are automated. AI is likely to substitute both, routine and nonroutine tasks. It is expected that humans and robots would work together in ways never imaginable. Changes in employability skills are expected. Because of the magnitude of these impacts on jobs, consulted reports call for concerted solutions that go beyond organizations’ and industry’s boundaries to include other relevant stakeholders. Moreover, organizations will have to rethink their human resource (HR) function to realign its expertise to the reality of AI.

In this context, the HR function will have to understand the dynamics that generate the impacts of these technologies in a workplace, to anticipate changes and actively contribute to creating an organizational environment that will facilitate the collaboration between human workers and complex digital agents, while ensuring compliance with labor and employment laws and supporting strategic organizational objectives.

This paper contributes to the debate on ongoing concerns by providing a synthesis of relevant professional literature.

The purpose of this paper was to develop a taxonomy of organizations based on business value (BV) underlying electronic human resource management (e-HRM) adoption motivations.

A taxonomy was developed using cluster analysis of the online case stories of 146 firms. Results were validated using discriminant analysis. Differences in organization and environmental characteristics across clusters were examined.

Seven meaningful and distinct clusters were uncovered showing asymmetry in the consideration of strategic BV underlying the motivations of e-HRM adoption. Statistical tests revealed that the seven clusters have high internal validity. Statistically significant differences in organizational conditions were found among clusters.

This research offers an empirically and conceptually grounded taxonomy of organizations that reveals strategic and nonstrategic BV that organizations actually put forward and the way they combine together to form different profiles. This research is based on secondary data, that is, data initially gathered for a distinct goal different from this research.

The developed taxonomy provides human resource (HR) managers, executives, researchers and consultants a useful way to describe and understand motivations underlying e-HRM adoption. The taxonomy may also facilitate valid and systematic assessment of e-HRM effectiveness.

This research moves the debate beyond normative arguments to a more analytic assessment of the actual practice of organizations regarding e-HRM adoption and expected BV.

This study aims to explore the process of open source software (OSS) adoption in small- and medium-sized enterprises (SMEs), and more specifically open source enterprise resource planning (ERP) as a “mission critical” OSS application in manufacturing. It also addresses the fundamental issue of ERP risk management that shapes this process.

The approach is done through an interpretive case study of a small Canadian manufacturer that has adopted an open source ERP system.

Interpreted in the light of the IT risk management, OSS and packaged application adoption literatures, results indicate that the small manufacturer successfully managed the adoption process in a rather intuitive manner, based on one guiding principle and nine practices. In analyzing the data, diffusion of innovation theory appeared to fit rather well with the situation observed and to offer rich insights to explain the mission-critical OSS adoption process.

A single case study of successful IT adoption should be eventually counterbalanced by future cases considered to be partial or total failures, using a wider multiple case study approach for comparative purposes. And this should include alternative theoretical interpretations and more detailed empirical work on the extent to which the distinctive features of OSS make its adoption more or less risk-laden. This initial effort should also be followed by further research on mission-critical OSS adoption in contexts other than SMEs (e.g. healthcare organizations) and other than ERP (e.g. customer-relationship management).

This research confirms that open source is a credible alternative for SMEs that decide willingly or under external pressure to adopt a mission-critical system such as ERP. Moreover, it suggests that a high level of formalization is not always necessary.

The authors argue that rich insights into the dynamics of the mission-critical OSS adoption process can be obtained by framing this process within an IT risk management context.

In order to deepen the knowledge and further advance theory on enterprise resource planning (ERP) implementation in small‐ to medium‐sized enterprises (SMEs), this paper seeks to explore the following question: what can be done to minimize the risk of ERP system implementation, from the adoption stage onwards, in a small manufacturing firm?

The research method is based on a positivist holistic single‐case design in order to perform an initial test of a process model of ERP system adoption by SMEs. The unit of analysis selected by purposeful sampling is a small manufacturing business.

In attempting to minimize the risk of ERP implementation, the small manufacturing firm applied three principles, eight policies and ten specific practices in adopting ERP.

The research design, based upon a single‐case study, imposes care in generalizing the results of the study. This design, however, allowed the identification and understanding of the risk of ERP from a managerial/practical standpoint, as opposed to a research/theoretical standpoint.

In managerial terms, the results show that highly formalized management is not necessary to minimize ERP implementation risk in the context of SMEs.

Few studies have focused on the adoption process within the ERP implementation cycle. The proposed model, as validated empirically in this study, adds to the understanding of this process in small‐manufacturing firms, especially as regards the minimization of implementation risk from the adoption stage onwards.

Despite a lot of agricultural initiatives by the government in a regionally diversified country like India, agriculture is poor, and farmer suicide cases are rampant. This study aims to socially transform and bring behavioural change among the farmers of southern India through the usage of new media. The research has gauged the factors that affect new media accessibility and usability, hindrances in the process and change of farmer’s behaviour through online social marketing bringing social transformation.

The study is action participatory in nature, and the data is triangulated by conducting a survey at the first level using the Delphi technique among 184 rural south Indian farmers who are smartphone users use new media, and at the next level, the farmers were requested to use WhatsApp for agricultural new sharing, and in the last stage, personal interview with entrepreneurs and farmers has been conducted to understand their new media adoption, e-learning and online social marketing.

New media is the best way to transform agricultural practices socially. It is a forum where all the farmers of the country can get together and address the issue of the agrarian crisis. Online social marketing (OSM) through WhatsApp is one of the best methods of behavioural change because different farmers can share their experiences and emotion for the crisis and give an appropriate solution to a problem. And, one of the most important features of OSM is it removes third parties from miscellaneous issues be it selling, buying or seeking and sharing information.

Despite trying to cover different hindrances in the way of social marketing of agriculture, the study is not free without its limitations. Language was a barrier, and this study require a lot of time to perceive the changes and adoption. Also, due to time constraint, the authors have categorically clubbed innovators, early adopters and early majority in the same layer opinion leaders and adopters of innovation. These could be analyzed separately in five layers, as suggested by Rogers (1995).

From the managerial perspective, the government should extend services that teach the agriculturists, farmers the use of new media. The marketers and makers of apps and software can tap into this business for launching products for farmers. We need apps designed only for farmers, where agricultural and farming practitioners all over the country and globe can interact about their products, conditions of agriculture and give solution to issues arising in agriculture and farming.

The researchers posit that there are hardly any studies that provide strategies to the agricultural and farming sectors in a regionally diversified country like India. The study is one of its first kind to propose new media strategies to reach out to the farmers of different regions and segmentation for a behavioural change and adoption of new media for better and sustainable agriculture. It has gauged into the factors that affect new media accessibility and usability among farmers and simultaneously gave strategy for behavioural change.