Digital automation and working life of HR practitioners: a gender analysis of the implications for workforce and work practices

Abstract

Human Resources (HR) has emerged as a critical target for digital automation, aiming to reduce costs, improve quality, and expedite repetitive processes within organizations. Several literature reviews have explored this topic, yielding mixed results depending on factors related to the specific national and organizational context. They have highlighted issues such as lack of competence, safety and ethical dilemmas, and bias in decision-making processes. However, despite HR being predominantly female dominated, few studies have examined the gendered implications of digital automation in this field. Therefore, this paper aims to investigate the gendered implications of digital automation in recruitment processes and work practices within HR. Drawing upon gender theory, we will conduct a critical literature review based on existing reviews to reevaluate current knowledge. The findings suggest that while digital automation can enhance administrative efficiency in recruitment processes, it does not significantly impact the gender balance of the workforce. However, the findings also indicate that digital automation will likely transform the occupational role into a more masculinized way of working. This transformation is characterized by social distancing, technological rationality, and reliance on self-service systems. In conclusion, digital automation is poised to reshape the HR occupation into what we term “screen-level HR,” comprising a predominantly female workforce engaged in masculine coded work practices.