Abstract
This conceptual study synthesises literature from databases including Scopus, ScienceDirect, Web of Science, ProQuest, EBSCOhost, and Google Scholar to analyze how emerging HR 5.0 models use advanced technologies and human-centric principles to affect work environments, employee adaptability, and psychological wellbeing in developing economies. This study presupposes that AI, automation, robotics, cloud computing, digital platforms, and analytics have the potential to improve productivity and decision-making. but poor infrastructure, limited digital skills, economic volatility, unreliable electricity, high data costs, and unequal technology access limit their use in developing economies. The synthesis shows that technological innovation can be both a job resource and a demand. Connectivity disruptions, technological complexity, information overload, and skills gaps can cause cognitive strain, technostress, and burnout when lacking proper organizational and infrastructure support. The study recommends reskilling, upskilling, digital education, employee engagement, supportive leadership, human-technology collaboration, organizational support, and job redesign as enablers of flexibility and resilience. It proposes Ubuntu-based activities like mutual support, accountability, collaboration, and relational solidarity as mitigators for technological strain in employees. It further develops a contextually grounded conceptual framework linking technological innovation to employee and organizational outcomes through HR 5.0 practices, workforce adaptability, and cognitive balance, while recognizing the moderating influence of infrastructure and facilities, economic, organizational, and socio-cultural conditions.