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The study examines how HRM must evolve to match rapid technological progress, highlighting impacts on labor markets, business settings, and available job opportunities. It positions HRM as a foundation for digital empowerment and management transformation. 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It also raises labor productivity and may reduce the number of workers needed for the same output.","Answer",{"name":116,"@type":111,"acceptedAnswer":117},"Which types of jobs are most likely to be replaced by digital technology?",{"text":118,"@type":114},"Operational and programmed duties have a higher likelihood of replacement. 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K 1 , Gundala Venkata Rama Lakshmi 2, Mahalaksmi Arumugam3 , Dr.K.Selvi 4, Rakesh Haridas Nair 5, Dr.M.Indrapriya 6 , Revathi V 7 ,Dr. Rajendra Subhash Jarad 8 ,  \nS.Saravana Kumar 9  \n1Senior Research Fellow, Department of Economics, Central University of TamilNadu.  \n2Assistant Professor, Department of CSE, CVR College of Engineering, Hyderabad.  \n3Associate Professor, Department of Management Studies, MS Ramaiah Institute of Technology,Bangalore 560 054.  \n4Professor, Department of Management Studies, S.A.Engineering College ( Autonomous), Chennai-77.  \n5Assistant professor, Symbiosis Law School, Nagpur, symbiosis international (Deemed )University.  \n6Assistant Professor ,Department of Banking & Insurance ,KPR College of Arts Science and Research , Coimbatore.  \n7Professor & Dean R& D,New Horizon College of Engineering, Bangalore.  \n8Professor, MBA, Dr. D. Y. Patil Institute of Technology, Sant Tukaram Nagar, Pimpri, Pune 411018.  \n9Assistant Professor, Mathematics, Vinayaka Mission’s Kirupananda Variyar Engineering College, Vinayaka Mission’s Research Foundation Deemed to be University,Salem, India.  \n[srichandrang@gmail.com](srichandrang@gmail.com)  \nKEYWORDS  \nDigital technology,Human resource management, Talent structure, Labor , Diversity, Machine Learning.  \nABSTRACT:  \nThe digital technology significantly affects company management practices, necessitating adaptable changes. This study looks at how company HRM should change to keep up with the rapid advancement of digital technologies. The study's findings demonstrate how technology has impacted the labor market, the setting for businesses, and the number of jobs available. Human resource management is the foundation for digital empowerment and management transformation. Determine the particular biases in HR procedures that you want to target, such as age, gender, or ethnicity bias. Specify the goals you want to achieve, such as raising employee satisfaction, decreasing recruiting prejudice, and boosting diversity and inclusion metrics .Perform a comprehensive analysis of the body of research on bias in HR procedures, diversity and inclusion, and the use of machine learning to reduce bias.  \n1. Introduction  \nIt takes a methodical approach to design a study technique for machine learning for diversity and inclusion that addresses biases in HR practices. Here is a recommended framework that you can modify according to the particular goals, available resources.The use of digital technology in business has increased in depth and breadth during the past several years. Under the influence of digital technology, businesses that organize work are changing. Within this framework, the company's HRM practices must also be modified accordingly to meet the evolving demands of digital technology. This work methodology essay concentrates on how technology affects work environments, talent structures, and demand in india. It also suggests ways to optimize corporate human resource management in light of digital technology. Digital technology influences the work process and the corporate layout, which in turn affects how positions are set. Operation technology content and methodology of Meital Technology Operations Efficiency of technology management Digital Enhancement of Jabber responsibility and technology Digital The need for technology responsibility growth in employment. Digital technology's later trajectory in human resource management Effect on the Need for Labor The two ways that digital technology affects labor demand are through the substitution effect, which lowers labor demand, and the compensating effect, which raises labor demand [1] . Regarding the replacement effect, digital technology lowers the labor demand for some jobs because it replaces labor-intensive technologies like labor and improves labor efficiency. With the use of digi","cbCaidrlmyk5Xmeg","https://ap.wps.com/l/cbCaidrlmyk5Xmeg","pdf",491822,"English","# 1. Introduction\n## Digital technology’s role in HRM transformation\n## Effects on labor demand and substitution/compensation\n## Economic feasibility and implementation time lag\n# 2. Digital technology\n## Efficiency, ROI, and talent allocation\n## Skills demand and job role replacement","[{\"question\":\"How does digital technology affect labor demand in HRM?\",\"answer\":\"Digital technology influences labor demand through substitution effects that reduce demand for some jobs and compensating effects that can increase demand elsewhere. It also raises labor productivity and may reduce the number of workers needed for the same output.\"},{\"question\":\"Which types of jobs are most likely to be replaced by digital technology?\",\"answer\":\"Operational and programmed duties have a higher likelihood of replacement. Cognitive and nonroutine tasks show a relatively lower replacement rate, around 10%, based on the cited discussion.\"},{\"question\":\"How can HR procedures target bias using machine learning?\",\"answer\":\"The document suggests identifying specific HR process biases (such as age, gender, or ethnicity) and defining goals like reducing recruiting bias and improving employee satisfaction and diversity/inclusion metrics, supported by comprehensive research analysis using machine learning approaches.\"}]","Analysis of Digital Technology and Effects on Human Resource Management - Machine Learning and Diversity Equality Inclusion | PDF",18]