Similarly, whereas technology could help firms to replace longer working hours with four day working week, there are a number of HR implications that people manager will face. To begin with, adopting technology as a way to reduce the working hours in firm will require people managers to develop and implement different training programs to equip their employees with the necessary technology skill to ensure that they are able to maintain high performance during the shorter periods they are at work (Young, 2017). Similarly, such firms need to recruit highly skilled talent to ensure that the performance levels do not decline due to shorter working periods. In addition, firms would need to develop and implement rigours performance measurement programs to ensure that employees actually perform to the expected standards while at the same time avoiding burnouts that could arise from high performance demand from the management. Speaking from this perspective, people managers need to balance between the demand for high performance levels and employee motivation at their workplace.
类似地，虽然技术可以帮助企业以每周四天的工作时间取代更长的工作时间，但人事经理将面临许多人力资源方面的问题。首先，采用技术作为减少公司工作时间的一种方式将要求人事经理制定并实施不同的培训计划，以使其员工具备必要的技术技能，确保他们能够在较短的工作时间内保持高绩效（Young，2017）。类似地，这类公司需要招聘高技能人才，以确保绩效水平不会因工作时间缩短而下降。此外，公司还需要制定并实施严格的绩效衡量计划，以确保员工的实际绩效达到预期标准，同时避免因管理层的高绩效需求而导致的工作倦怠。从这个角度讲，人事经理需要在工作场所对高绩效水平的需求和员工激励之间取得平衡。