Augmented human-centered management. Human resource development for highly automated business environments
Augmented human-centered management. Human resource development for highly automated business environments

Summary/Abstract: Purpose – Digitalization and automation increasingly change, enhance, complement and substitute the human workplace. There is a crowding-out of human work by machines driven by underlying paradigms still rooted in scientific management and neoclassical economics. The focus is on technology which – unlike human beings – rapidly improves in fulfilling the requirements of an ‘actor economicus’. in this dynamic context, humans are continuously requested to adapt to new structures, processes and systems which are supposed to be more efficient. The purpose of this article is to shift focus from management for automation with residual human work to what is called Augmented Human-Centered management (AHCm). Aim – The aim of this article is to derive an approach for human resource training and development that is suitable for a world with increasing digitalization and automation. it bridges the gap between human resource management and related disciplines that can contribute to this aim. methodology:methodologically based on an integrative literature review, it is interdisciplinary in its approach and builds on work in computer science to outline the future context of Human-Agent Collectives (HAC). further, it is informed by human factors science and by relevant literature from the fields of philosophy, economics, and strategy. Findings – A conceptual framework for human resource training and development is derived that can support AHCm in highly digitalized and automated HAC. Limitations – Only a first overview indicating consistency and plausibility can be provided. Pilot projects and empirical testing can be considered as next steps. Practical Implications – AHCm is an integrated approach to human resource training and development for a world with artificial intelligence, ready for operationalization by human resource management departments Originality – The combination of existing knowledge from the disciplines of human resource management, human factors science, strategy, economics, philosophy and computer science leads to new insights.

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