Introduction

With the advent of the Fourth Industrial Revolution, commonly known as Industry 4.0, there are new demands that are forcing production companies to consider current operating systems in order to survive in an increasingly competitive environment on which development is based. There are automated tools, AI, or marketing using social networks. The new challenges must respect both the design and support systems. In the area of ​​social-economic governance, these changes are particularly evident in the Digital transformation in HR of the workforce. At a time when unemployment is very low, the labor market is not providing enough workers. Companies, therefore, have to earn by educating low-skilled or unskilled people using various growth programs and training programs. In the last three years, there has been a lack of even qualified employees. They are often replaced by workers from economically disadvantaged countries who often have high unemployment rates.

The HR manager’s focus in trying to improve the quality Digital Transformation in HR of needs to be radically changed due to the current state of the human capital market. Today we can see the shift from recruiting professionals to working with the human economy. Companies are aware that their success can be greatly enhanced by well-distributed and competent employees; so there is a real improvement in the management skills, which is called talent management. The driver of these translation systems is represented by two main long-term components – demographics and technology [1]. Human nature means a significant increase in life expectancy. Combined with the ever-increasing increase in automation technology, it brings an increase of unsuitable employees in the job market. In the United States as a country with a strong global economy, disadvantaged people make up 47% of the total working population. About 60% of American workers do 30 percent of their work automatically even now. So it is clear that organizations need to succeed in monitoring, managing, and improving staff. It should be able to provide a sufficient number of qualified employees in administrative positions and fill important mid-level positions with its employees based on their transition from non-professional positions, while inadequate staffing will be gradually reduced as a result. Chinese Industrial Revolution.