The Human Factor in HR 5.0: Technological Innovation, Workforce Adaptability, and Cognitive Balance in Developing Economies

Human Resource Management 5.0 (HR 5.0) promises to make human resource management more human-centered through artificial intelligence, analytics, automation, and human-technology collaboration. Yet in resource-constrained economies, unreliable electricity and connectivity, high data costs, uneven digital skills, and economic pressures may turn technologies intended to support employees into additional sources of workload and technostress. This paper synthesizes literature on HR 5.0, workforce adaptability, cognitive demands, and employee well-being, using Zimbabwe as a focal context for developing a conceptual framework relevant to comparable developing economies. A structured literature review identified 254 records; after screening and eligibility assessment, 39 studies were included in the qualitative synthesis. The synthesis identified five key findings: economic and institutional uncertainty can heighten the risks associated with unsupported technological change; inadequate infrastructure can transform technological resources into cognitive liabilities; Ubuntu-informed practices may strengthen social resources and support employees during technological transitions; workforce adaptability is central to the successful implementation of HR 5.0; and cognitive balance emerges as a promising but insufficiently operationalised construct requiring further conceptual and empirical validation. Drawing on the Job Demands-Resources model, Cognitive Load Theory, and Ubuntu philosophy, the paper proposes a framework in which HR 5.0 practices may support workforce adaptability and cognitive balance, contributing to employee well-being and organizational outcomes. Cognitive balance is advanced as a conceptual construct requiring further operationalization and empirical testing, not as an established or empirically validated measure. The framework’s contribution lies in connecting human-centric technology implementation with cognitive sustainability and context-sensitive social resources. Practical implications include inclusive co-design, accessible training, reliable infrastructure, manageable digital workloads, and peer support.