scholarly journals The Application Prospects of Blockchain Technology in Human Resource Management

2020 ◽  
Vol 4 (4) ◽  
pp. 167
Author(s):  
Jingting Lai
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Rapid Progress ◽  
Work Efficiency ◽  
Job Market ◽  
Blockchain Technology ◽  
Depth Analysis ◽  
The Times ◽  
Application Prospects

<p>With the development of the times and the rapid progress of science and technology, blockchain technology has been widely used in various industries. With the intensification of social competitiveness, the employment situation in the job market in recent years is more severe. For employers, using blockchain technology to help human resource management can improve work efficiency while saving related resource costs. Therefore, blockchain technology has also been widely used in human resource management. This article will conduct a more in-depth analysis and research on the application prospects of blockchain technology in human resource management in the future.</p>

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.

Exploring the Relation between the Use of HRIS and their Implementation in Spanish Firms

2011 ◽  
pp. 967-975
Author(s):  
José Antonio Fernández-Sánchez ◽  
Susana de Juana-Espinosa ◽  
Jorge Valdés-Conca
Keyword(s):  
Information System ◽  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Quantitative Research ◽  
Resource Information ◽  
Depth Analysis ◽  
Information Products ◽  
Definition Of ◽  
Practical Implications

An information system (IS) is “a set of people, procedures, and resources that collects, transforms, and disseminates information in an organization. A system that accepts data resources as input and processes them into information products as output” (O’Brien & Marakas, 2005). Likewise, the definition of human resource information Systems (henceforth HRIS) can be expressed as an IS that deals only with information related directly to the human resource management (HRM) area (Tannenbaum, 1990). Initially, computerized HRIS were only useful for administrative purposes. However, in the course of the last decade, that tendency has changed markedly and a strategic re-orientation of these applications is nowadays considered desirable and necessary for companies competing in today’s uncertain, complex and ever-developing environment. This phenomenon has turned HRIS into a major strategic means, capable of providing information about the actual capacity of the firm, its potential, and the potential of its competitors. This research paper aims to provide an in-depth analysis of HRIS usage as a tool for assisting in recruitment decisions. This was carried out in accordance with the empirical findings of a quantitative research on selection and recruitment processes in Spanish firms. This paper reports and evaluates the major results of this current study and discusses its theoretical and practical implications with a view to increasing the effectiveness of HRIS usage for its recruitment processes.

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.

scholarly journals HRM vs Industrial Relations: a Comparative and Theoretical Evaluation of Two Disciplines

2013 ◽  
Vol 4 (4) ◽  
pp. 185-192
Author(s):  
CemalIyem CemalIyem
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Conceptual Framework ◽  
Human Resource ◽  
Industrial Relations ◽  
Class Conflict ◽  
Rapid Progress ◽  
Theoretical Evaluation ◽  
Comparative Framework ◽  
Comparison Information

In recent years, significant changes are experienced in practice as well as theory to the field of industrial relations. Globalization, rapid progress in the field of technology, such as reduction of the importance of class conflict factors affect the industrial relations field. In this paper, the perspectives of (IR) Industrial Relations and (HRM) Human Resource Management disciplines within the framework of the text books compared. During the first part of this comparison information about the conceptual framework of the discipline of industrial relations. In the second part referred to the concept of human resource management. In the last chapter of human resource management and industrial relations textbooks, certain themes will be examined in a comparative framework. Thus, the perspectives of the two disciplines against each other is aimed.

The influence of electronic human resource management on employee's proactive behavior: based on the job crafting perspective

2021 ◽  
pp. 1-18
Author(s):  
Lulu Zhou ◽  
Zhihong Chen ◽  
Jin Li ◽  
Xufan Zhang ◽  
Feng Tian
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Information Technologies ◽  
Three Dimensions ◽  
Job Crafting ◽  
Proactive Behavior ◽  
Positive Direction ◽  
Personal Initiative ◽  
The Times

Abstract As a new management reform adapting the development of the times, electronic human resource management (E-HRM) covers all possible integration mechanisms and contents between HRM and Information Technologies. E-HRM promotes employees' subject status with the network characteristics of openness and cooperation. Taking the theory of work adjustment as the instruction, this research studies the adaptive process induced by reconstructing the sense of matching when employees experience the reform, along with the influence of E-HRM on employee's initiative behavior from the perspective of job crafting. In total, 706 employees and their supervisors were investigated with matched questionnaire survey. The results show that: (1) E-HRM can stimulate employees' personal initiative behavior; (2) task crating, relational crafting and cognitive crafting as three dimensions of employees' job crafting, mediate the effect of E-HRM on personal initiative behavior and (3) the self-development motivation of employees' internet use plays a positive moderating role, steering self-oriented job crafting in the positive direction which conforms to the organizations' expectation.

scholarly journals Manajemen Sumber Daya Manusia Lembaga Pendidikan Islam

2021 ◽  
Vol 5 (4) ◽  
pp. 375-396
Author(s):  
Faizal Rizqi Sawaluddin ◽  
Ridwan Rustandi
Keyword(s):  
Resource Management ◽  
Human Resource Management ◽  
Human Resource ◽  
Descriptive Analysis ◽  
Quality Of Education ◽  
Central Position ◽  
Epistemological Perspective ◽  
Education Personnel ◽  
The Times

Artikel ini bertujuan memberikan analisis deskriptif mengenai manajemen sumber daya manusia di MTs Persis 3 Pameungpeuk. Artikel ini akan menganalisis manajemen sumber daya manusia di MTs Persis 3 Pameungpeuk menggunakan perspektif Pendidikan secara epistemologis. Hasil penelitian ini menunjukan bahwa manajemen sumber daya manusia menempati posisi yang cukup sentral dalam perkembangan mutu Pendidikan di MTs Persis 3 Pameungpeuk. Implementasi manajemen sumber daya manusia tersebut terdiri dari proses rekrutmen, orientasi, penempatan, dan pengembangan guru dan tenaga Pendidikan. Hal tersebut dilakukan sebagai respon terhadap tuntutan zaman dan kebutuhan masyratakat terhadap standar lulusan dari MTs Persis 3 Pameungpeuk. This article aims to provide a descriptive analysis of human resource management at MTs Persis 3 Pameungpeuk. This article will analyze human resource management at MTs Persis 3 Pameungpeuk using an epistemological perspective of education. The results of this study indicate that human resource management occupies a fairly central position in the development of the quality of education at MTs Persis 3 Pameungpeuk. The implementation of human resource management consists of a process of recruitment, orientation, placement and development of teachers and education personnel. This was done in response to the demands of the times and the needs of the community for the standard of graduates from MTs Persis 3 Pameungpeuk.

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