Technology, automation, and industrial relations: the future of HRM in Ilala municipal, Tanzania

This study investigates the complex impact of automation on Human Resource Management (HRM), focusing on areas such as job security, employee rights and welfare, collective bargaining, policy and regulatory responses, trade unions, and worker skills and training. The research aims to understand how automation influences these aspects and to provide insights for organizations crossing this technological shift. Employing a mixed-methods approach, the study combines quantitative data analysis with qualitative interviews. Quantitative data were gathered through structured surveys distributed to employees across various industries, capturing perceptions and experiences related to automation in HRM. Qualitative insights were obtained from in-depth interviews with HR managers, trade union representatives, and employees, offering a comprehensive understanding of the significant effects of automation. The findings reveal that automation has led to significant changes in job security, with 45.2% of respondents reporting alterations due to automated processes. Additionally, 50.0% of participants noted impacts on employee rights, including work hours, leave, and pay structures. Trade unions have been compelled to adapt their strategies, with 11.0% acknowledging a role in addressing automation-driven challenges. Furthermore, 65.1% of employees reported access to training programs aimed at adapting to automation, though the effectiveness of these programs varied.The study concludes that while automation offers efficiency gains, it also presents challenges related to job security, employee rights, and the evolving role of trade unions. Organizations are encouraged to implement strategic workforce planning, invest in effective training programs, and engage in dialogue with trade unions to alleviate negative impacts. Key Words:Automation, Human Resource Management, Job Security, Employee Rights, Collective Bargaining