TRANSFORMASI MANAJEMEN SUMBER DAYA MANUSIA DI PERSIMPANGAN INDUSTRI 4.0 DAN SOCIETY 5.0: TINJAUAN LITERATUR SISTEMATIS

Awan  Anhara; Bela Bela; Cokorda Agung  Wibowo

doi:10.53067/ijebef.v5i3.290

Authors

Awan Anhara Universitas Pamulang
Bela Bela Universitas Pamulang
Cokorda Agung Wibowo Universitas Pamulang

DOI:

https://doi.org/10.53067/ijebef.v5i3.290

Keywords:

Human Resource Management, Industry 4.0, Society 5.0, Digital Transformation, Digital Competence, AI Ethics, Systematic Literature Review

Abstract

This study aims to critically synthesize and analyze academic literature published between 2020 and 2025 on the transformation of Human Resource Management (HRM) in response to two dominant paradigms: the technology-oriented Industry 4.0 and the human-centric Society 5.0. Employing a Systematic Literature Review (SLR) methodology guided by the PRISMA framework, a total of 17 articles from reputable international and accredited national databases were identified and thematically analyzed. The review results indicate that HRM transformation is a multifaceted process encompassing the digitalization of core functions such as recruitment, training, and performance management, which are significantly influenced by the adoption of Artificial Intelligence (AI) and data analytics. Furthermore, a shift in competency requirements is identified, demanding a balance between digital literacy and humanistic skills like critical thinking and emotional intelligence. The review also uncovers crucial strategic and ethical challenges, particularly concerning algorithmic bias in decision-making, employee data privacy, and digital well-being issues. These findings imply that organizational success no longer solely depends on technology adoption but on HRM's ability to integrate technology ethically and strategically, positioning HRM as a guardian of human values in the digital work ecosystem. Theoretically, this research highlights the limitations of conventional technology acceptance models and calls for the development of a more holistic “HRM 5.0” framework.

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