Abstract:
Concern among the public and policymakers about current and future major staff shortages is increasing.
Strengthening Human Resource (HR) practices and adopting HR technologies such as Human Resource Information
Systems (HRIS), that can collect, store and report workforce data are often described as a potential solution to this
problem. Indeed, examples from other industries show that HRIS can help to launch or manage, as well as provide
ongoing insights concerning the whole career cycle of an employee. However, few of the existing studies that
discuss technology or its impacts on the future of work have focused on health organizations, and those that do
have not received sufficient attention in health literature. Furthermore, such contributions as there have been have
either prioritized a particular type of technology or focused mainly on the effect of automation on health professionals’
work. They have thus overlooked the full range of possible uses of these technologies and, specifically, have neglected
the topic of HR for Health (HRH) management in health organizations. The primary aim of this paper is to address this
lacuna, with specific reference to the existing categorization of HR technological disruptions. To conclude, health
organizations and the health and HR professionals who work within them need to use HRIS responsibly, finding a
balance between the drive for innovation, productivity and efficiency and respect for all potential legal, ethical and
compliance issues, as well as taking account of the importance of HRH wellbeing and satisfaction
