Industry 5.0: can it be a change management gizmo in Human resource development?

A competitive advantage in this unpredictable environment depends highly on the management’s ability to use the available internal and external labor-market resources flexibly. It not only aligns with the supply and demand of the market, but with nominal distraction to the production process. A change model of Industry 5.0 can maximize human involvement and maintain a balance between human-machine interaction. It proposes companies introduce new technologies combined with better-trained employees to foster high productivity, quality work, and a sustainable environment. In this context, this study is based on the randomly selected healthcare sectors from the UAE by stratified proportional sampling amongst 200 employees. The confirmatory factor analysis through R programming reinforces the deployment and redeployment of skills to overcome the skill shortages in the selected health sectors. Moreover, the present study explores the changing dynamics of talents by embracing diversity, individual creativity, and organizational learning in the upcoming century. Thus, it addresses the characteristics and benefits of technological advancements through human resource development approaches and provides a roadmap for innovation and transformation. The model crafted from the study can be utilized as a learning organization prototype in the impending digital industry