Role of Employee Empowerment and Organizational Trust

This chapter presents the relationship and impact of employee empowerment on organizational trust. The purpose of this study is to analyze the relationship between employee empowerment and organizational trust in the IT industry. This study examines the difference between the empowerment level and organizational level of male and female employees. The questionnaire employed in this study consisted of empowerment by A. K. Mishra and G. M. Spreitzer and organizational trust variables by P. Mishra. The sample for the study consisted of 475 IT professionals from five IT organizations. Simple random sampling was used as a sampling technique, and this study was an ex-post in nature. Data were analyzed using t-test, correlation, and multiple regression. The result revealed that employee empowerment had a positive and significant impact on organizational trust. There is no significant difference in the empowerment of IT industry employees. It means that both male and female employees were equally empowered in their jobs. Male employees are more trust in their jobs as compared to female employees.

Innovations in HRM Practices in Indian Companies

Innovation has become an integral part of every business organization because it provides sustainable competitive advantage to the company. In today's highly dynamic business environment every organization wants to succeed by leveraging their employees' talent. In order to leverage the employees' talent, it is important to follow relevant HRM policies or to continuously introduce innovative HR practices to meet the expectations of the employees. Reviewing the literature and previous research work, this study has tried to find out the various innovative HR practices initiated by Indian organizations till now. The findings will help in guiding how much more innovative practices are still to be initiated in order to attain employee confidence and loyalty for the company. The study is beneficial for business leaders, students, practitioners, and researchers.

Investigating the Effect of Information Technology and Key Determinants on Knowledge Sharing and Arriving at Employee Creativity

The chapter aims to investigate the influence of information technology, trust, rewards, leadership, and organizational culture on the knowledge sharing behavior of the employees that ultimately drives employee creativity. Drawing from the literature on employee creativity, knowledge sharing, and its influencing variables, this paper proposed a model comprising all such prominent variables and tested it quantitatively. For this purpose, 405 questionnaires were collected at Indore, India, and structural equation modeling was used to test the hypotheses. The findings show that organizational culture followed by leadership was the prominent factor affecting the knowledge sharing behavior of employees. Information technology, trust, and rewards followed next, respectively. Employee creativity was found to be significantly affected by knowledge sharing behavior. The study augments the research on employee creativity and knowledge sharing.

Problems and Prospects of Social Media Recruitment

Over the last few years, the way of talent acquisition has evolved in different forms from attracting personal applications to getting connected with talented candidates through social networking sites. Recruitment through social networking platforms is putting a significant contribution in analyzing and hiring the right and best talent for an opening, and companies can't just ignore the potential and influence of these media platforms. These social platforms connect companies to potential hires and increase visibility by getting them connected to a huge audience. The future of recruitment lies in social media and companies cannot just ignore their presence due to prevailing challenges. It is important to find out viable solutions to the challenges organizations facing while using social media platforms in talent acquisition. The focus of this chapter is to capture strategies mitigating these challenges and suggest probable and profitable suggestions to companies for better utilization of social networking sites for effective recruitment.

Legitimizing Disruptive Technology

Previous research demonstrates that actors seek acceptance of innovations during the diffusion and adoption process, but exactly what kind of acceptance they seek and how they go about obtaining this remains unclear. This study interrogated academic databases and Twitter to identify and analyze research and grey literature concerning blockchain adoption in human resources (HR). The data was analyzed through the theoretical lens of pragmatic, moral, and cognitive legitimacy to explore how potential adopters of this innovation conceive its value and alignment with their goals. The results show how pragmatic considerations are emphasized around streamlining current HR processes. Arguments for moral legitimacy are considered far less, while narratives on cognitive legitimacy are absent. The findings also show high levels of conformity around legitimation strategies within the community, with only some evidence of selection and manipulation strategies. The authors discuss the implications of these findings for the adoption and diffusion of blockchain in the HR sector.

Technology Applications in Managing Talents

Human resource (HR) management is all about people; there is no doubt about it. However, in the contemporary era inbuilt by the technological revolution and transformative development, the tenets of HR are finding a new footing. Technology applications have changed facets of corporate houses from restructuring organizations to resources to manpower. It has been seen that HR technologies are playing a major role in managing talents in organizations. Artificial intelligence, robotic process automation, and machine learning add an edge to talent acquisition and management. Machine learning tools are primarily being used in acquiring talents and enabling the hiring process effectively and efficiently. Today, as every company is moving to a new era of digitalization and data management, managing and mapping talents pose a challenge to C-suite and board-level management. The present study highlights the role of technology in managing talents in a series of HR processes.

Identifying Innovations in Human Resources

HR is evolving into a more technology-based profession because organizations needs to streamline HR processes and reduce administrative burden, reducing administrative cost; compete more effectively with global talent; improve services and access data to the employees and managers; provide real-time metrics in order tom on spot decisions for the decision makers; and manage the workforce more effectively and enable the HR to transform so it can play more strategic role in the business and operations. The purpose of this chapter is to develop a meaningful debate on the innovations in human resource in terms of new ideas, methods, and technology to better meet the evolving requirement of the organization and workforce. Anticipating and exploring the future needs and circumstances rather than simply finding some responses to the situation, this chapter highlights challenges and prospects related to innovations in HR.

The Impact of Social Media on Recruitment in New Age Organizations

The new age world, which has become part of our lives, is a world of rapid innovations and changing technologies. These changes bring new opportunities for organizations to exchange information, news, ideas, and work. Attracting and retaining best of employees has become the most crucial tactical problems for the people's department of companies all over the world. In the current scenario of high competition, the internet has substantially converted the features of recruitment and selection procedure of the businesses. The chapter presents an exploratory research on the impact of social media on recruitment in new age organizations.

E-Government Adoption Among Employees

The United Nations have sustenance e-government to promote good governance for achieving Sustainable Development Goals – 2030 by fostering environmental, technological, socio-cultural, and political sustainability. Many countries are making sincere efforts to create an ecosystem for fostering e-government to contribute to Sustainable Development Goals. The government is investing a huge amount in e-government projects, but most of them are not able to meet the desired results. It has been reported that most of the e-government is failing due to the non-adoption behavior of employees. This chapter seeks to understand the employee's perspectives by discussing benefits, barriers, and enablers to adopting e-government through a systematic literature review.