In our study, we examined 11 designated tourist destinations in Hungary, which can also be interpreted as tourism products including services, infrastructure and attractions. The National Tourism Development Strategy (NTS) also puts a strong emphasis on digitalisation, as it is an unstoppable process with a significant impact on tourism, thanks to globalisation, increasing competition, accelerating information flows and the dominant paradigm shifts on the demand and supply side. We used both qualitative and quantitative methods in our primary research. First, we conducted in-depth interviews with several important tourism service providers in Hungary on the topic of the digitalisation of tourism. A professional questionnaire, addressed to the offices responsible for destination management was distributed in the designated tourist destinations in Hungary in order to get a more comprehensive picture of the attitudes towards digitalisation in the regions under study. In the course of our work, we managed to classify the destinations into three distinctly different clusters. Our hypothesis—that the higher the digitalisation of a tourist destination is, the higher the average length of stay—was partially confirmed by calculating the regional value of the digitalisation, logistic regression analysis, slope and the individual factor categories.

Orientation: Indeed, the 4th industrial revolution (4IR) has redefined the world of work. A new set of skills needs to be defined and made available to organisations. Human resource management practices now operate in a complex, interconnected, unpredictable, and evolving environment. The question that one needs to answer is: how can HR align its functions to meet the demands of the fourth IR? It is prudent that human resource functions evolve quickly and adapt to changing demands. Research purpose: This paper seeks to unpack the changes that have been brought about by the 4IR and suggest ways in which HR professionals in Lesotho can align with this inevitable era of digitalisation. Motivation for the study: Due to the dynamics and transformations that have been brought about by the 4IR, this study was motivated by the need to understand the effects of the 4IR in small economies on the HR function and offer lessons to embrace change. Research approach: The research was qualitative in nature, and data was collected purposefully from journal articles, newspapers, and book chapters. Content analysis was used for the data analysis. Research findings: The effects of the 4IR through digitalisation disruptions have been felt across all corporate functions, and HR is no exception. It has had a massive influence on both the economy and the labour force and impacted employee roles in terms of health, mobility, working hours, personal life, and general administration. HR leaders play a critical role in ensuring that businesses are able to successfully adopt and deploy new technologies. Contributions: The research unpacks the effects of 4IR and gives practical lessons for HR professionals in Lesotho.