Researchers working in human resource management and other areas around the world provide 31 chapters that examine the impact of disruptions related to the Fourth Industrial Revolution, such as demographic change, globalization, climate change and the use of energy, technology and artificial intelligence, and global pandemics, on work, employment, and human resource management practices. They contend that these disruptive influences require a rethinking of work, workplaces, and human resource management practices and consider specific contexts and practices, including emerging markets in Asian and African contexts, employee relations and unionization, technology and human resource functions, multinational corporations, small and medium enterprises, the contribution of human resource management to innovation and the innovative behaviors of employees, leadership and knowledge management, sustainable human resource management and organizational sustainability, inclusive workplaces, supporting employees with disability and mental health challenges, well-being at work, and sustainable careers. They then address human resource development processes and practices, including critical approaches, using technology to design and deliver human resource development, precarious work and corporate professionalism, wicked leadership development for wicked problems, developing an international workforce, entrepreneurship education and training programs, careers and employability in an era of disruption, and implicit bias training, as well as emerging issues, such as global human resource management in a post-COVID world, ethics, risk, time and space issues at work, social media, electronic monitoring and surveillance, employee voice, whistleblowing, the corrosive workplace, discrimination, and the dark triad and the role of human resource management. Distributed in North America by Turpin Distribution. Annotation ©2022 Ringgold, Inc., Portland, OR (protoview.com)
