scholarly journals A Recruitment and Human Resource Management Technique Using Blockchain Technology for Industry 4.0

2018 ◽  
Author(s):  
M.H. Onik ◽  
M.H. Miraz ◽  
Chul-Soo Kim
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Industry 4.0 ◽  
Management Technique ◽  
Blockchain Technology

Blockchain in human resource management of organizations: an empirical assessment to gauge HR and non-HR perspective

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Himani Mishra ◽  
M. Venkatesan
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Chi Square ◽  
Content Type ◽  
Blockchain Technology ◽  
Database Technology ◽  
Chi Square Test ◽  
Scope Of Application ◽  
Log Linear

PurposeThe purpose of this study is to understand the views of employees about the application of distributed ledger database technology blockchain, in area of human resource management (HRM) of organizations. The current study aims to understand the views of both HR and non-HR employees of how they assess the current scenario of HRM in their organizations, their awareness about the blockchain technology and their opinion about the scope of application of blockchain in HRM.Design/methodology/approachA sample of 158 employees was collected consisting of employees working in both HR and non-HR profiles across various organizations. Chi-square test of homogeneity, log-linear analysis and basic frequencies were used to analyze the data.FindingsThe results revealed that there was no difference in viewpoints of HR and non-HR employees across all contexts related to blockchain in HRM. The study also analyzed the opinion of employees regarding advantages, organizational barriers and probable usages of blockchain in HRM.Research limitations/implicationsThe study will provide an insight to the organization decision-makers who are willing to roll out Industry 4.0 technology blockchain in HRM and beliefs of employees regarding acceptance of such change in organization.Originality/valueThis study will be a novel attempt to understand the scope of application of blockchain technology in HRM of organizations in Indian context.

The Impact of Blockchain Technology on Human Resource Management

2022 ◽  
pp. 136-151
Author(s):  
Erhan Atay ◽  
Jane L. Y. Terpstra Tong
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Dark Side ◽  
Credit Score ◽  
Hr Practices ◽  
Blockchain Technology ◽  
Hr Management ◽  
The Impact ◽  
Score Systems

Blockchain technology could be extended to benefit human resource (HR) practices. With the lack of definitions and best practices in the literature on the applicability of blockchain in HR, there is a need to define the terms related to blockchain technology and its possible applications in HR. In addition, it is also important to address the downside and dark side of adopting blockchain in HR practices. This chapter aims to review the developing literature on blockchain technology, relate concepts to HR practices, present a model for applying blockchain technology in transforming HR practices, and explain the limitations and disadvantages of using blockchain technology in HR management. The chapter also contains two cases that illustrate the applicability issues of blockchain technology based upon the USA's credit score systems and Turkey's e-government application.

Mechanism Construction of Human Resource Management based on Blockchain Technology

2021 ◽  
Vol 9 (3) ◽  
pp. 310-320
Author(s):  
Long Li ◽  
Huimin Zhang ◽  
Yinhong Dong
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Performance Appraisal ◽  
Human Resource ◽  
Management System ◽  
Management Mechanism ◽  
Actual Performance ◽  
Human Resource Management System ◽  
Resource Management System ◽  
Blockchain Technology

Abstract The traditional human resource management system is faced with such problems as the quality of staff recruitment can not be guaranteed, the training performance is not consistent with the actual performance, the enterprise performance appraisal is unfair, and the salary distribution is unfair, which seriously affects the enthusiasm and loyalty of employees and threatens the survival and development of enterprises. In view of the current situation and problems of human resource management system, combined with the technical characteristics of blockchain, this paper proposes a human resource management mechanism based on blockchain technology, in order to achieve the company’s human resource management system accurate, efficient, open and transparent. It is found that there is a good coupling between blockchain technology and human resource management system. This paper constructs a human resource management mechanism based on blockchain, innovates the application scenarios of blockchain technology, and provides certain guiding significance for the establishment of human resource management system and process improvement in the future.

Human resource management in Industry 4.0

Industry 4.0 ◽  
2020 ◽  
pp. 241-272
Author(s):  
Rui Pedro Freitas ◽  
Carolina Feliciana Machado
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Industry 4.0

Emerging human resource management practices in Industry 4.0

2019 ◽  
Vol 18 (4) ◽  
pp. 176-181 ◽  
Author(s):  
Geeta Rana ◽  
Ravindra Sharma
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Best Management Practices ◽  
Industry 4.0 ◽  
Management Practices ◽  
Industrial Relations ◽  
Content Type ◽  
Human Resource Management Practices

Purpose The study aims to offer a fresh perspective on best management practices to encourage innovation and learning in the firm to keep abreast with and adopt industry 4.0 advancements. The human resource (HR) department must take proactive steps to adopt these technologies and update itself in terms of necessary skill. The study highlights the importance of human resource management practices in industry 4.0. Design/methodology/approach The paper discusses the transforming role of HR 4.0 in a disrupting economy with the help of the conceptual framework. This paper illustrates how the new role of HR boosts engagement by designing the best personalized benefits, trusting teams, collaborating and providing personal development, which make a great case for a successful retention strategy. Findings This paper reveals how organizations can ensure their success and survival in this age of technological disruptions through their people. Top management must be ready for a new transformed role of the HR through innovative HR practices. Originality/value This paper provides plenty of information to interest practicing managers, researchers and students in HR management, organizational behavior and industrial relations.

scholarly journals External Partnerships in Employee Education and Development as the Key to Facing Industry 4.0 Challenges

2019 ◽  
Vol 11 (2) ◽  
pp. 345 ◽  
Author(s):  
Katarína Stachová ◽  
Ján Papula ◽  
Zdenko Stacho ◽  
Lucia Kohnová
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Personal Development ◽  
Industry 4.0 ◽  
Industrial Revolution ◽  
Management Approach ◽  
Employee Education ◽  
Significant Difference ◽  
Education And Development

The new challenges that will currently affect the existence and sustainability of businesses stem from the dramatic changes that come from the fourth industrial revolution. Based on the concept of intellectual capital management as a resource-based strategic management approach, which leads to the management of structural, human, and relational capital, sustainable human resource management underlines the involvement of partnerships and external relations in learning and personal development processes. Industry 4.0 expects major changes in human resource management and processes such as education. Organizations will benefit from the new knowledge in the near future that will need to be brought into the internal environment of the organization constantly. However, this will require cooperation with the external environment, and the resulting new education opportunities built on cooperation with external partners, organizations, and educational institutions. Innovations as essential factors in adapting to major changes in the environment will be key in all organizational processes, including educational. This paper focuses on comparing highly innovative countries and less innovative countries in Central Europe, analyzing 1482 businesses by looking at differences in attitude towards employee education and individual forms of employee education. The main statistically significant difference is in the strategic approach to employee education and development and the set-up between innovative countries and moderate innovators.

scholarly journals Holistic Approach for Human Resource Management in Industry 4.0

Procedia CIRP ◽  
2016 ◽  
Vol 54 ◽  
pp. 1-6 ◽  
Author(s):  
Fabian Hecklau ◽  
Mila Galeitzke ◽  
Sebastian Flachs ◽  
Holger Kohl
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Industry 4.0 ◽  
Holistic Approach

scholarly journals An Industry 4.0: Strategy Direction Of An Airline Operations Performance

2021 ◽  
Vol 21 (3) ◽  
pp. 278
Author(s):  
Dewi Nusraningrum ◽  
Tri Mayang Mekar ◽  
Jajang Gunawijaya
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Industry 4.0 ◽  
Process Management ◽  
Operating Performance ◽  
Operation Performance ◽  
The World ◽  
Aviation Operations ◽  
The Relationship

Air transport is an industry 4.0 sector of priority that continues to evolve as the era becomes the backbone of a country's economy. The opening of the economic market in all regions of the world has increased the complexity of air transportation, including in Indonesia. In this decade as the development of technology and the 4.0 industry, the air plane remains the choice of people to explore the world and also the movement of people from one place to another is rapidly secured funds. The strategy to compete with the airline is to improve flight image in Indonesia by improving the performance of aviation operations. This research aims to analyse and evaluate the performance of aviation operations in Indonesia from the company's perspective. The survey method was conducted through the dissemination of questionnaires to respondents with purposive sampling techniques netted 200 aviation employees in Indonesia. The data collected is processed using the Structural Equation Model - Partial Least Square. The results showed; Strategy direction proved to affect process management, process management proved no effect on operation performance, strategy direction has no effect on Operation performance, strategy direction proved to affect human resources management, human resource management proved to be no impact on Operation performance, Process management proved unable to fully mediation the relationship between strategy direction with operating performance, HR management proved not to fully mediation the relationship between strategy direction to operating performance. So it can be said the strategy direction of the company directly affects the flight operation performance. Keywords— Strategy direction; process management; human resource management; operation performance

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