The concept of Disruptive Human Resource Management (DHRM) has emerged in today’s fast-paced digital era, blending people, technology, and strategy to reshape organizational landscapes. Human Resource Management (HRM) has undergone a significant transformation over the years, shifting from what was traditionally an administrative function to become a strategic partner in business growth. At the heart of disruptive HRM lies an emphasis on people. Employees are no longer viewed merely as a resource but as a valuable asset capable of driving innovation and growth. This shift towards a people-centric approach recognizes the importance of employee engagement, development, and wellbeing in achieving organizational success.

Technology plays a major role in disruptive HRM, enabling organizations to streamline processes, enhance communication, and make data-driven decisions. Advanced HR technologies such as Artificial Intelligence (AI), Machine Learning (ML), and data analytics offer insights into employee performance, preferences, and behaviors, empowering HR professionals to tailor strategies that meet individual and organizational needs.

Furthermore, technology can facilitate remote work, flexible scheduling, and digital learning opportunities, inculcating a more inclusive and adaptable work environment. This digital transformation not only enhances operational efficiency but also promotes collaboration, creativity, and agility within teams. Strategic alignment is crucial in disruptive HRM, ensuring that HR initiatives are closely integrated with organizational goals and objectives. By aligning people practices with business strategies, HR can drive innovation, improve competitiveness, and create sustainable value for all.

Disruptive HRM encourages a culture of continuous learning and adaptability, preparing employees to accept change and deal with uncertainties. It emphasizes the importance of upskilling and reskilling, empowering employees to acquire new competencies and stay relevant in evolving industries. Moreover, disruptive HRM prioritizes diversity, equality, and inclusion (DEI), recognizing the unique contributions of a diverse workforce and fostering a culture of belonging. By embracing DEI initiatives, organizations can harness the power of diverse perspectives, drive innovation, and build stronger connections with customers and communities. The purpose the International Conference on Disruptive Human Resource Management: People, Technology, and Strategy is to bring together leading thinkers, HR professionals, academics, and experts from industry to explore innovative approaches, share cutting-edge research, and discuss best practice in leveraging people, technology, and strategic alignment to drive organizational success in an ever-changing global landscape. Attendees from across the globe brought with them a diverse array of perspectives, experiences, and insights, thereby enriching the discourse and expanding the knowledge horizons of this rapidly evolving field.

The conference represents a paradigm shift in how organizations manage their most valuable asset – their people. By integrating people, technology, and strategy, disruptive HRM enables organizations to adapt to a changing market dynamic, drive organizational adaptability, and introduce a culture of innovation and excellence. Embracing disruptive HRM is essential for those organizations aiming to survive in today’s complex and competitive business landscape.

On behalf of the DHRM 2024 organizing committee, I am delighted and honored to welcome you to the International Conference on Disruptive Human Resource Management: People, Technology and Strategy. I believe in the purpose of Disruptive Human Resource Management: to transform traditional HR practices by integrating people, technology, and strategy to drive innovation, promote flexibility, and create sustainable value for organizations in a rapidly evolving business landscape.

Message from the Program Chair

Disruptive Human Resource Management is centered around the idea of utilizing disruptive technologies and innovative strategies to transform HR functions and create value for both employees and the organization. This approach goes beyond traditional HR practices focused solely on administrative tasks, compliance, and employee relations. Instead, DHRM emphasizes strategic alignment, flexibility, and continuous improvement, enabling organizations to anticipate and respond proactively to market shifts and industry disruptions. The key principles of DHRM are the integration of technology into HR processes, often referred to as HR Tech. Advanced technologies such as Artificial Intelligence (AI), Machine Learning (ML), and data analytics are revolutionizing HR functions by automating routine tasks, enhancing decision-making, and providing valuable insights into employee performance, engagement, and retention. This technological integration not only improves operational efficiency, but also enables HR professionals to focus on strategic initiatives, talent development, and organizational growth.

Above all, the primary feature of DHRM is its emphasis on employee experience and engagement. In the era of DHRM, employees are viewed as a valuable asset capable of driving innovation, productivity, and business success. Organizations adopting DHRM prioritize employee wellbeing, professional development, and career growth, creating a culture that fosters creativity, collaboration, and continuous learning. By investing in employee experience, organizations can attract top talent, reduce turnover, and build a motivated and engaged workforce poised for success.

The DHRM 2024 conference attracted an impressive array of submissions, with over 86 papers submitted from a wide range of research disciplines. This increase in the number of contributions reflects the dynamic momentum of advance in the field of Disruptive Human Resource Management. After a rigorous and meticulous review process, 39 research papers were selected for their innovative approach, high quality, and originality. These have been organized into three distinct categories to showcase the diverse facets of DHRM: (i) Human Capital with Technical Space, (ii) Business Strategy, and (iii) People Management.

The first section, Human Capital with Technical Space, contains 18 contributions from esteemed researchers and showcases the category that forms the backbone of Disruptive Human Resource Management. The papers included here explore the intersection of human resource management and technology, emphasizing the critical role of employees in maximizing technological advancements for organizational success and examining how organizations can apply the potential of their workforce to adapt to technological change in order to innovate, and drive business growth in the digital era. Many valuable insights are shared by researchers, including positive guidance for college students in career planning values combined with computer data simulation analysis; age-appropriate web design for people over 60 with cognitive difficulties; research into innovative ways of talent-training mode combining computer-aided teaching with student management; analyzing the links between agricultural modernization and the livelihoods of rural residents: a case study from China; a simulation of an enterprise human resource-management model based on long short-term memory (LSTM); an optimization method for human-resource decisions; hybrid mechanism of deep q-network (DQN) and graph-mining algorithm in six-dimensional integrated mental-health assessment and prediction: taking Hefei University of Economics as an example; and the design and implementation of a GIS-based historical catering-culture evolution system and talent-competency-model prediction platform based on intelligent interactive personality-testing software and intelligent-cluster analysis

The next section, entitled Business Strategy, presents 10 selected papers in which subjects covered include the empirical impact of debt financing on the level of environmental information disclosure in heavily polluting enterprises; the application and development of AI in machinery manufacturing; blockchain technology and the improvement of ESG information transparency; a customer-sentiment and demand-prediction model based on cognitive computing; the optimization and prediction of risk factors in a centralized financial-management system based on a prediction algorithm; market segmentation and personalized marketing strategies; the construction of an internet-based cross-border E-commerce service platform; and the simulated design of a warehouse business process based on activity and WMS.

The concluding section of the proceedings features a compelling compilation of papers dedicated to People Management. It includes 11 research papers related to the application of big data analysis and prediction in hotel room pricing; analysis of a social public-management guarantee mode based on a big data algorithm; the design and implementation of an intelligent question-answering robot for human resources and social security based on DCU and ChatGLM6B models; case analysis and strategy research on service outsourcing in Changsha; the improvement and application of big-data analysis methods to traditional, international political forecasting; research into the influence of group-fitness activities on the quality of life of the elderly based on big-data analysis; the application of a career management and competency model in the construction of new employee training systems in enterprises; career path optimization of DQN in career planning for college students; group intelligence and psychodynamics: intelligent motivation and psychological factors in the group behavior of employees; scene reproduction and interactive experience based on virtual-reality technology in the study of ancient literature; and the prediction of and intervention in mental-health problems in college students: a temporal attention model based on a recurrent neural network.

The proceedings of DHRM 2024 stand as a compelling testament to the rapid evolution of the fields of disruptive technologies and innovative strategies to transform HR functions. By embracing disruptive technologies and strategies, DHRM empowers organizations to adapt swiftly to change and provide a culture of continuous improvement. This forward-thinking approach not only enhances organizational resilience, but also drives employee engagement and productivity. As businesses navigate an increasingly complex and dynamic landscape, DHRM is emerging as a crucial force in shaping the future of work. We look forward to re-assembling in the future to continue this collaborative journey towards utilizing the full potential of disruptive technologies and innovative strategies to transform HR and shape the future of work.

Acknowledgements

We are extremely grateful to the authors for their contributions to this volume, and to the reviewers who have contributed their time and expertise to maintain the quality of the conference and proceedings.

We would also like to thank IOS Press for their support in publishing the DHRM 2024 Conference Proceedings.

Last but not least we are extremely grateful to Interscience Research Network (IRNet) International for organizing the conference and providing the support and services required to organize this event successfully.

We are sure that the readers will derive immense benefit and knowledge from this volume, and we also look forward to your valued contributions and support for coming editions of the International Conference on Disruptive Human Resource Management: People, Technology and Strategy (DHRM).

Dr. Srikanta Patnaik, Director, IIMT, Bhubaneswar, India

Program Chair