Data mining technology is a product of the development of the new era. Unlike other similar technologies, data mining technology is mainly committed to solving various application problems, and the main means of solving problems are to use big data technology and machine learning algorithms. Simply put, data mining technology is like panning for gold in the sand, searching for useful information among massive amounts of information. Data mining technology is widely applied in various fields, such as scientific research and business, and also has its shadow in the education industry. Currently, major universities are applying data mining technology to teaching quality evaluation. This article first explains the impact of data mining technology on the education industry, and then specifically discusses the application of data mining technology in the evaluation of teaching quality in universities.

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.