Human Resource Management and the Fourth Industrial Revolution: Adapting to our digitalised future
The fourth industrial revolution is upon us. Soon, we will live in a completely digitalised world. Our digital future will present a new set of challenges that will be drastically different to anything we have experienced in the past. Everything is changing rapidly – and the skills of our current workforce won’t be useful in the future. It will be computers equipped with artificial intelligence, not human beings, that will work alongside our future managers.
Managers will have to rely on big data to make their decisions. The problem is humans don’t have the capacity to analyse big data.
Dr Farveh Farivar says we will need computers to think for us, and be intelligent.
“We need to understand how we can use machine learning in Human Resource Management (HRM), so we are prepared for the future.”
“When we talk of artificial intelligence, people think of sci-fi movies,” says Dr Farivar. “The reality is, our world is heading that way. We need to prepare ourselves for a new époque that resembles a sci-fi movie.”
Our future workforce will require three major skills: cybernetics, mechatronics and machine learning. Managers will be humans whose most important role will be to come up with ideas.
How do we prepare our future human resource managers for a digital world, where the only skill required of humans is innovation?
Dr Farivar has based both her lectures, and her research, around preparing future managers to excel in a digitalised world. Her research is multi-disciplinary, a mix of management, specifically HRM, and computer science. She wants her students to remain cutting edge.
Dr Farivar’s research question is how can we use machine learning in HRM?
How do businesses, in terms of HRM, adapt to digitalisation?
Currently, our Human Resources Managers use models, and follow processes, which will soon be obsolete.
“We need to rethink and re-innovate the models that managers use because the problems they will encounter in the future will be so different to those of the past. That’s what I’m trying to do!” explains Dr Farivar. “It’s vague right now, because it’s nothing like the traditional models we use at the moment.”
“We don’t have the future data yet. We have to predict…we need intelligent business models that can predict what challenges we’re facing in the future. We want to avoid some kind of crisis.”
“Based on the data human resource departments have collected over the last 10-20 years, we’re able to document the problems we’ve faced,” explains Dr Farivar. “We now need to add artificial intelligence to models that will check it, identify past problems and try to find some solutions and alternatives to those problems.”
“The future holds many crises; we need to be prepared for them,” warns Dr Farivar. “We need artificial intelligence to be included in the software applications that we use in Human Resources now, so that we can predict these.”
Devising new techniques to train future managers:
The purpose of Dr Farivar’s research is to design new courses for the business school that combine digitalisation and HRM.
“We need to focus on training a new generation of managers who totally understand technology, big data, the importance of using artificial intelligence in the decision making process and who can lead the process,” says Dr Farivar.
“When most people think of technology, they think of the science and engineering schools. The business school doesn’t come to mind,” she says. “But engineers and scientists of the future will need approval from managers.”
“We intend to produce innovative students who rethink the previous system. We are going to see a new generation of managers that are completely different to anything we’ve seen in the past.”
Research that makes a difference
Farveh Farivar is currently a lecturer in Management at the School of Management and Marketing, Tasmanian School of Business and Economics. Her research focuses on three primary domains:
- Human-Computer Interaction
- Employees’ demographic features
- Configurational theory.
Before joining the University of Tasmania in 2018, Dr. Farveh Farivar was working at Curtin University. Farveh is a Lecturer in Management (Human Resource Management) as well as the Coordinator of Human Resource Management Major at Tasmanian School of Business and Economics. She has published her work in several academic journals including Journal of Vocational Behavior, Human Resource Management Journal, International Journal of Human Resource Management, Personnel Review amongst others. In addition to her published work,
Farveh has also presented her work internationally at the Academy of Management, European Academy of Management, Academy of International Business, and International Human Resource Management Association. Farveh is the co-convenor of Mixed-Method Research Special Interest Group of Australian and New Zealand Academy of Management, and she has conducted several research methods workshops in Australian Universities.
Her research interests include applying Configuration theory and Set theory to re-measuring organisational concepts as well as exploring the impacts of work digitalisation on human resources. Farveh, also, is a Fellow of Higher Education Academy (UK) received several Teaching Merit Awards and Commendation Letters from University of Tasmania and Curtin University. She has an industry background and worked as a project manager and HR coordinator overseas.
|Degree||Thesis title||University||Country||Date of award|
|PhD||Online social networking and work-family balance: Friends or Foes?||Curtin University||Australia||04/02/216|
|MSc (Management in Public Sector)||Evaluating the effectiveness of Strategic planning though Hoshin Kanri technique||Allameh Tabatabaei University||Iran||01/08/2007|
|BA (Public Management)||Azad University||Iran||21/07/2005|
Languages (other than English)
- Academy of Management (AOM) – Human Resource Management Stream and Technology and Innovation Management Stream.
- European Academy of Management (EURAM)
- Australian and New Zealand Academy of Management (ANZAM)
- Co-convenor of ANZAM Mixed-Method Research Special Interest Group
- Major Coordinator (Human Resource Management) – Tasmanian Business and Economics School (TSBE) - School of Marketing and Management
- ANZAM institutional Member – Tasmanian Business and Economics School (TSBE)- School of Marketing and Management
- Faculty Graduate Research Committee member, Curtin Business School (CBS)
CBS Representative, December 2014-December 2015
- Graduate Research School Steering Committee member
Research and Development Department, Curtin University, March 2014-July 2014
International Human Resource Management, Human Resource Management, Communication in Business, Strategic Management, • Performance and Conflict Management, Quantitative Research Methodology
- International Human Resource Management (Postgrad & Undergrad)
- Human Resource Management (Postgrad & Undergrad)
- Communication in Business (Undergrad)
- Strategic Management (Undergrad)
- Quantitative Research Methodology (Postgrad & Undergrad)
- Business Ethics (Undergrad)
- Performance and Conflict Management (Postgrad)
- Behavioral aspects of work digitalisation
- Work-Life Balance
- The digital transformation of HRM
- Configuration Theory
Farveh’s research theme is Human-Computer Interaction and she is interested in:
- the influence of digital transformation upon employees’ behaviours, as well as organisational performance;
- configurational theory; and
- the influence of employees’ demographic features upon employees’ behaviour and attitudes.
Farveh is interested in recruiting Honours students and PhD candidates who are interested in researching on Human-Computer Interaction field.
- Research Performance Fund -Tasmanian School of Business and Economics (2019)
- Research Performance Fund -Tasmanian School of Business and Economics (2018)
- Curtin Business School Higher Degree by Research Student Quality Publication Award (2016)
- The Australian Federal Government- APA & IPRS Scholarships (2012-2016)
- Telecollaboration 2.0
- Cyberloaing in Academica: A Black sheep or self-balancing phenomenon? (2019-2020)
- The influence of psychological contracts on employee work and non-work online networking: A multinational comparison (2018-2019)
Fields of Research
- Human resources management (350503)
- Human information interaction and retrieval (461003)
- International business (350706)
- Higher education (390303)
- Marketing (350699)
- Business systems in context (350399)
- Entrepreneurship (350704)
- Educational technology and computing (390405)
- Business and labour history (350501)
- Child and adolescent development (520101)
- Corporate governance (350701)
- Impacts of tourism (350801)
- Management (150302)
- Expanding knowledge in commerce, management, tourism and services (280106)
- Human capital issues (150502)
- Network systems and services (220105)
- Other culture and society (139999)
- Management, resources and leadership (160204)
- Gender and sexualities (230108)
- Injury prevention and control (200408)
- Employment patterns and change (230501)
- Socio-cultural issues in tourism (110402)
Journal Article(11 outputs)
|2021||Cheng D, Chan XW, Amarnani R, Farivar F, 'Finding humor in work-life conflict: Distinguishing the effects of individual and co-worker humor', Journal of Vocational Behavior ISSN 0001-8791 (2021) [Refereed Article]|
|2021||Farivar F, Cameron R, Dantas JAR, 'Should I stay or should I go? Skilled immigrants' perceived brain-waste and social embeddedness', Personnel Review pp. 1-18. ISSN 0048-3486 (2021) [Refereed Article]|
Citations: Web of Science - 3
|2020||Farivar F, Richardson J, 'Configurational demographic predictors of work-nonwork satisfaction', Human Resource Management Journal, 30 pp. 133-148. ISSN 0954-5395 (2020) [Refereed Article]|
Citations: Scopus - 1Web of Science - 1
|2020||Farivar F, Richardson J, 'Workplace digitalization and work-nonwork satisfaction: The role of spillover social media', Behaviour and Information Technology pp. 1-12. ISSN 0144-929X (2020) [Refereed Article]|
Citations: Scopus - 4Web of Science - 7
|2019||Cameron R, Farivar F, Coffey J, 'International graduates host country employment intentions and outcomes: evidence from two Australian universities', Journal of Higher Education Policy and Management, 41, (5) pp. 550-568. ISSN 1360-080X (2019) [Refereed Article]|
Citations: Scopus - 3Web of Science - 4
|2019||Cameron R, Farivar F, Dantas J, 'The unanticipated road to skills wastage for skilled migrants: The non-recognition of overseas qualifications and experience (ROQE)', Labour and Industry, 29, (1) pp. 80-97. ISSN 1030-1763 (2019) [Refereed Article]|
Citations: Web of Science - 4
|2019||Farivar F, Coffey J, Cameron R, 'International graduates and the change of initial career mobility intentions', Personnel Review, 48, (4) pp. 1061-1078. ISSN 0048-3486 (2019) [Refereed Article]|
Citations: Scopus - 9Web of Science - 7
|2018||Coffey J, Farivar F, Cameron R, 'The job seeking experiences of international graduates in the host country: Australia's lost opportunity?', The International Journal of Human Resource Management pp. 1-25. ISSN 1466-4399 (2018) [Refereed Article]|
Citations: Scopus - 2
|2016||Farivar F, Cameron R, Yaghoubi M, 'Work-family balance and cultural dimensions: from a developing nation perspective', Personnel Review, 45, (2) pp. 315-333. ISSN 0048-3486 (2016) [Refereed Article]|
Citations: Scopus - 11Web of Science - 10
|2016||Farivar F, Scott-Ladd B, 'Growing corporate social responsibility communication through online social networking in Iran', International Journal of Organizational Analysis, 24, (2) pp. 274-290. ISSN 1934-8835 (2016) [Refereed Article]|
Citations: Scopus - 2Web of Science - 2
|2011||Farivar F, Khanbashi M, Esmaeelinezhad E, 'The Analysis of Different Customers and Employees' Perceptions from Service Quality in the Insurance Industry of Iran', International Journal of Business and Management, 6, (12) pp. 103-108. ISSN 1833-3850 (2011) [Refereed Article]|
Chapter in Book(1 outputs)
|2016||Rola-Rubzen MF, Paris TR, Luis J, Farivar F, 'Enhancing Women's Capacities in Agricultural Research and Development in Asia and Africa', Human Development and Capacity Building: Asia Pacific trends, challenges and prospects for the future, Routledge, MF Rola-Rubzen and J Burgess (ed), New York, NY, pp. 15-35. ISBN 9781138843707 (2016) [Other Book Chapter]|
Conference Publication(16 outputs)
|2020||Farivar F, Eshraghian F, Hafezieh N, 'How do knowledge workers with flexible jobs manage constant connectivity? An affordance perspective', Academy of Management. Annual Meeting Proceedings, 7-11 August 2020 ISSN 2151-6561 (2020) [Conference Extract]|
|2020||Farivar F, Eshraghian F, Hafezieh N, 'How do knowledge workers with flexible jobs manage constant connectivity? An affordance perspective', 80th Annual Meeting of the Academy of Management, 7-11 August, Online ISSN 0065-0668 (2020) [Conference Extract]|
|2020||Hafezieh H, Farivar F, Eshraghian F, 'Exploring the role of organisational context and work flexibility in perceiving digital technology affordances: a study of knowledge workers', British Academy of Management (BAM) Conference 2020, 02 - 04 September, Alliance Manchester Business School (2020) [Refereed Conference Paper]|
|2019||Chen D, Chan XW, Farivah F, 'Work-life got you stressed? Try a joke: the influence of humour on work-life stress', Australia and New Zealand Academy of Management (ANZAM) 2019 Conference: Wicked solutions to wicked problems - The challenges facing management research and practice, 3 - 6 December, CQUniversity (2019) [Conference Extract]|
|2019||Farivar F, Cameron R, Dantas J, 'Skilled migrants' psychological workplace wellbeing and community embeddedness', Australia and New Zealand Academy of Management (ANZAM) 2019 Conference: Wicked solutions to wicked problems - The challenges facing management research and practice, 3 - 6 December, CQUniversity (2019) [Conference Extract]|
|2019||Farivar F, Dawkins S, Esmaeelinezhad O, 'Instant messaging and work digitalisation', 19th European Academy of Management Conference, 26-28 June, Lisboa, Portugal, pp. 366. (2019) [Conference Extract]|
Co-authors: Dawkins S
|2019||Li W, Hendrischke H, Farivar F, 'The CSR practices of emerging market MNEs in developed countries: A configuration approach', The 61st Academy of International Business Annual Meeting, 24-26 June, Copenhagen, Denmark (2019) [Conference Extract]|
Co-authors: Li W
|2018||Cameron R, Farivar F, 'Skills wastage of skilled migrants: the role of the Recognition of Overseas Qualifications and Experience (ROQE)', 2018 AIRAANZ Program, 7-9 February 2018, Adelaide, SA, pp. 5. (2018) [Conference Extract]|
|2018||Cameron R, Farivar F, Dantas J, 'Migration trajectories of independent skilled migrants: Development of a model', IHRM2018: 15th International human resources management conference: program, 13 -15th of June 2018, Madrid, Spain (2018) [Conference Extract]|
|2018||Farivar F, Ayentimi DT, Yaghoubi M, 'Psychological empowerment and employee proficiency', ANZAM 2018 Conference, 4-7 December 2018, Auckland (2018) [Conference Extract]|
Co-authors: Ayentimi DT
|2018||Farivar F, Richardson J, 'Cross-domain Online Social Networking and Job/Life Satisfaction', AOM Big Data Conference Program, 18-20 April 2018, University of Surrey (2018) [Conference Extract]|
|2017||Asghar S, Cameron R, Farivar F, 'Skills wastage: A study of migrant engineers in Australia', 2017 ANZAM Conference Proceedings, 5-8 December 2017, RMIT School of Management (2017) [Conference Extract]|
|2016||Farivar F, 'The effects of Cyberslacking through Social Media on Work-Life Conflict: A fuzzy-set qualitative comparative analysis', Under New Management: Innovating for sustainable and just futures: 30th ANZAM Conference Program, 6-9 December 2016, Brisbane, QLD, pp. 66. ISBN 978-0-9875968-8-8 (2016) [Conference Extract]|
|2016||Farivar F, Louis G, Cameron R, 'Demographic Predictors of Work-Family Balance: A Fuzzy-Set Qualitative Comparative Perspective', Under New Management: Innovating for sustainable and just futures: 30th ANZAM Conference Program, 6-9 December 2016, Brisbane, QLD, pp. 37. ISBN 978-0-9875968-8-8 (2016) [Conference Extract]|
|2015||Farivar F, Cameron R, 'The relationship between cyberslacking and work-related variables: Implications for HRM', Work, Stress, and Health: Sustainable Work, Sustainable Health, Sustainable Organizations, 6-9 May 2015, Atlanta, Georgia, pp. 14. (2015) [Conference Extract]|
|2015||Farivar F, Cameron R, 'Work-Family online networking and Family to-Work conflict: friends or foes?', Work, Stress, and Health: Sustainable Work, Sustainable Health, Sustainable Organizations, 6-9 May 2015, Atlanta, Georgia, pp. 14. (2015) [Conference Extract]|
Other Public Output(3 outputs)
|2020||Farivar F, 'Talking point: Take working in captivity from burnout to beaut', The Mercury, Hobart, Australia, 17 May 2020 (2020) [Newspaper Article]|
|2020||Farivar F, ''Do whatever it is you want to do': How businesses are embracing hybrid work models as the office changes forever', SmartCompany, online, 24 June 2020 (2020) [Media Interview]|
|2017||Dantas J, Cameron R, Farivar F, Strauss P, 'Minimising skills wastage: Maximising the health of skilled migrant groups', BCEC Research Report No. 8/17, Bankwest Curtin Economics Centre, Perth, November (2017) [Government or Industry Research]|
Grants & Funding
- Project name
Cyberloaing in Academica: A Black sheep or self-balancing phenomenon?
This study aims to explore which strategies Australian universities adopt to deal with cyberloafing and how academics perceive cyberloafing.
Tasmanian School of Business and Economics ($6,149)
Matching Research Grants
- Dr. Farveh Farivar (Chief Investigator)
- Dr Najmeh Hafezieh (Royal Holloway University of London, United Kingdom)
- Dr. Farjam Eshraghian (University of Westminster, United Kingdom)
- Project name
The influence of psychological contracts on employee work and non-work online networking: A multinational comparison
This project investigates the influence of psychological contract and cyberloafing as a negative outcome of workplace digitalisation. Since the beginning of fourth industry revolution, industry 4.0, many businesses have invested in digitalisation. The Federal government formed the Prime Minister's Industry 4.0 Taskforce in 2015 to facilitate industry 4.0 progress in Australia as a key strategy.
Tasmanian School of Business and Economics ($8,000)
Small Research Grants
- Dr. Farveh Farivar (Chief Investigator)
- Dr. Sarah Dawkins (University of Tasmania, Australia)
- Dr. Osveh Smaeelinezhad (AmirKabir University of Technology, Iran)
Number of grants
- Cyberloafing or connectivity at the workplace for personal purposes is an increasing concern. This study aims toexplore which strategies Australian and British universities adopt to deal with cyberloafing and how academicsperceive cyberloafing. Recent studies suggest the accepted norms about cyberloafing can influence on theefficiency of cyberloafing strategies developed by employers. We, also, aim to investigate whether cyberloafing isa self-balance mechanism in academia. Cyberloafing research has ascribed to two opposing perspectives. The firstconsiders cyberloafing as a deviant and counterproductive activity, which harms personal and organisationalperformance. In contrast, the other perspective views cyberloafing as a protective mechanism to shield employeesfrom injustices, boredom, fatigue, or work stress.Adding to the previous perspectives, this study will argue for a third perspective that builds on Farivar et al.s (2019)study by positioning cyberloafing as neither a deviant behavior or a protective mechanism, but rather as a selfbalancingmechanism driven by work digitalisation.
- University of Tasmania ($6,146)
- Administered By
- University of Tasmania
- Research Team
- Farivar F; Eshraghian F; Hafezieh N
- This project focuses on investigating the relationship between psychological contract and cyberloafing as a negative outcome of workplace digitalisation. Since the beginning of fourth industry revolution, industry 4.0, many businesses have invested in digitalisation. The Federal government formed the PrimeMinister's Industry 4.0 Taskforce in 2015 to facilitate industry 4.0 progress in Australia as a key strategy. Using, connectivity, computing, and cloud, digitalisation has rapidly changed the work processes. However, scholars have raised some concerns regarding digitalisation. Cyberloafing or using connectivity at the workplace for non-work-related purposes is one increasing concern. This study aims to explore how different types of psychological contract, which refers to an employees belief regarding the mutual obligations between the employee and employer, may influence cyberloafing activities at the workplace.
- University of Tasmania ($8,000)
- Administered By
- University of Tasmania
- Research Team
- Farivar F; Dawkins S
- National Energy Resources Australia ($8,245)
- Research consultancy
- Administered By
- Curtin University
- Research Team
- Farivar F
- The Bankwest Curtin Economic Centre ($66,080)
- Competitive Grant
- Administered By
- Curtin University
- Research Team
- Farivar F; Cameron R; Dantas J; Strauss P
- 2015 - 2016
Dr Farivar started her PhD supervision since 2016. She is currently co-supervising a PhD candidate in the area of Career Success and Career Development at Curtin University.