Written Assignment

Societal Shifts and the Changing Roles of Human Resource Professionals in the Modern World Your Name Subject and Section Professor’s name Date Introduction Variables that affect human resource (HR) management include digitalization, international competition, and social programs that minimize marginalization due to diversity substantially changing the description and essence of employees' jobs and career plans. Technological innovations have improved HR systems rapidly by simplifying processes and providing innovative solutions to problems. However, it generates issues such as fostering concern about the employees' mental and emotional health due to the heightened probability of their dismissal since technology can already provide the services that the employees do. Aside from digitalization, international competition also poses another problem: it puts pressure on the demand for high calibers of HR, making the employment and retention of employees competitive. Along with this, initiatives that counteract marginalization emphasize the importance of creating workplace diversity, equity, and inclusion (DEI) (Strohmeier, 2020; Edwards et al., 2021; Sharma, 2019). In analyzing these issues, two theories come into play: conflict theory and the theory of X, Y, and Z. The former is a basis for the power imbalances and hierarchy in organizations, and it emphasizes tensions for resource sharing and group movements among employees. On the other hand, the approaches of McGregor's Theories of X and Y state that the former considers the workforce as being naturally lazy and unmotivated, requiring hierarchical supervision, while the latter recognizes workers as self-driven and resourceful who can accomplish their goals when they are empowered and given trust. Consequently, Theory Z synthesizes Western and Eastern management techniques, cultivating mutual responsibility, teamwork, and a solid organizational culture (Lumen Learning, n.d.). Changes in HR Secondary to Technological Change Technological advancements are transforming HR processes in most organizations by revolutionizing recruitment, training, and evaluation methods and making record-keeping and communication effortless. HR has traditionally had tedious and time-consuming tasks, but with the advancement of digital entities, these have become more convenient and with technological solutions to these old problems (Strohmeier, 2020). Marx's argument on alienation strongly relates to how technology shapes HR, as it is defined by the disconnection of individuals from what they do (Hodson & Sullivan, 2012, p. 58). As companies increasingly invest in technology to economize operations, there arises a fear that employees may feel unwelcome to the importance and relevance of their jobs. Functions previously done by individuals required automation, which may lead to feelings of depersonalization as the employees may perceive themselves as just a cog in the production machine. The gap between skilled or unskilled labor and the lack of rewards for work can also produce a sense of dissatisfaction and disengagement among workers, negatively impacting their sense of worth and job purpose. In the age of constantly evolving technology that is changing HR processes, conflict theory focuses on the inequality and imbalance of power that might emerge within organizations. Digital innovation will simplify HR duties and make processes convenient, but it may also spread employee inequality. For example, employees who are highly competent in using technological advancements ...