The digital revolution has significantly transformed human resource management (HRM) in the context of the digital era 4.0. This article presents a systematic analysis of literature to explore the impact of the digital revolution on HRM. Twenty selected journal articles were analyzed, focusing on themes such as the transformation of HRM roles, sustainability strategies, and digital-based HRM concepts. The findings highlight the critical role of HRM as a strategic partner in organizational transformation. Digital-based HRM emphasizes the development of digital skills among the workforce, enabling more efficient and effective decision-making in workforce management. HRM also plays a vital role in a company's sustainability strategy, integrating economic, social, and environmental aspects. The digital revolution has shifted HRM from a traditional administrative function to a strategic role in supporting organizational adaptation to new technologies. Digital-based HRM requires companies to actively develop digital skills to meet technological demands. This includes performance management theories that incorporate data-based evaluations and technology for timely feedback. Sustainability is also integrated into HRM, considering the impact of technology on economic, social, and environmental sustainability. HRM strategies in the Industry 4.0 era must focus on continuous learning and adaptation to change. This involves promoting a learning culture that supports the development of new skills and the ability to adapt to technological changes. The role of HRM in facilitating communication and collaboration between teams and departments is increasingly important in a digitally connected environment. Challenges in implementing digital HRM include complex technology integration, changes in organizational culture, and limited human resources. However, these challenges also present opportunities for developing new strategies, updating HR policies, and training employees to overcome technological challenges. The integration of technology and digital-based strategies is key to facing challenges and exploiting opportunities in an increasingly digitalized world of work. HRM is no longer just supporting operations but is the main driver in forming a responsive work culture, developing employee skills for the future, and ensuring organizational sustainability amidst the dynamics of the digital revolution.The digital revolution has significantly transformed human resource management (HRM) in the context of the digital era 4.0. This article presents a systematic analysis of literature to explore the impact of the digital revolution on HRM. Twenty selected journal articles were analyzed, focusing on themes such as the transformation of HRM roles, sustainability strategies, and digital-based HRM concepts. The findings highlight the critical role of HRM as a strategic partner in organizational transformation. Digital-based HRM emphasizes the development of digital skills among the workforce, enabling more efficient and effective decision-making in workforce management. HRM also plays a vital role in a company's sustainability strategy, integrating economic, social, and environmental aspects. The digital revolution has shifted HRM from a traditional administrative function to a strategic role in supporting organizational adaptation to new technologies. Digital-based HRM requires companies to actively develop digital skills to meet technological demands. This includes performance management theories that incorporate data-based evaluations and technology for timely feedback. Sustainability is also integrated into HRM, considering the impact of technology on economic, social, and environmental sustainability. HRM strategies in the Industry 4.0 era must focus on continuous learning and adaptation to change. This involves promoting a learning culture that supports the development of new skills and the ability to adapt to technological changes. The role of HRM in facilitating communication and collaboration between teams and departments is increasingly important in a digitally connected environment. Challenges in implementing digital HRM include complex technology integration, changes in organizational culture, and limited human resources. However, these challenges also present opportunities for developing new strategies, updating HR policies, and training employees to overcome technological challenges. The integration of technology and digital-based strategies is key to facing challenges and exploiting opportunities in an increasingly digitalized world of work. HRM is no longer just supporting operations but is the main driver in forming a responsive work culture, developing employee skills for the future, and ensuring organizational sustainability amidst the dynamics of the digital revolution.