In the Industry 4.0 context, an effective knowledge management becomes fundamental for companies in order to exploit potentials of automation technologies (AI, IOT, Cloud computing, new robotics, etc.). While in the operational and management processes the role of ICTs has been long explored in literature, the specific contest of Human Resource Management has not been fully explored yet. In other words, since Machine Learning-based AI can create new knowledge, that can learn through socialization, an interesting question is to what extend new technologies can support the acquisition and dissemination of “living knowledge” throughout the organizational structure. Our study contributes to the debate about this important topic by means of an original research methodology that has been able to reach three results First, to point out which organizational variables of HRM are most affected by the introduction of Industry4.0 technologies and practices. Second, to highlight the qualitative impact that companies could expect from the technological transition towards industry4.0 in the HRM practices. Third, to give practical evidence about which results the introduction of Industry 4.0 technologies can give in effectively supporting the knowledge acquisition and dissemination.