Purpose This study aims to broaden the understanding of the blockchain for human resource (HR) managers through use cases. The study presents a plausible solution for HR professionals to effectively manage some of the core processes to focus on more strategic work and be a true HR business partner for the organization. Design/methodology/approach The study adopted a case research strategy. The case research strategy is well-suited to capture the practitioner’s knowledge, mainly when focusing on contemporary events (such as COVID-19). Data collected from 12 tech organizations through telephonic conversations and the interviews were recorded and transcribed using NoNotes call recording. Findings This study identifies five use cases to streamline the critical processes, helping HR professionals such as certificates verification, skill mapping, payroll processing, data protection and performance management. These early use cases offer a plausibly superior alternative in managing critical HR functions and associated business processes with blockchain technology. Research limitations/implications Despite the growing number of blockchain applications, its usage in HR activities is limited. By extensive qualitative case study and data triangulation, the study integrates a resource-based view and unified theory of acceptance by explaining how blockchain adoption helps organizations use their internal resources and capabilities to gain a competitive advantage. The study presents five use cases and propositions that can act as building blocks for the HR department in adopting blockchain applications. Lack of empirical validation (quantitative rigor) of the propositions is the limitation and can be a future research scope. Practical implications Adopting new technologies is not new for HR managers. However, most of the technologies are disjointed applications, and therefore, the need for an all-pervasive solution assumes significance. Several of the blockchain concepts are still in the nascent stage. Thus, the study highlights the need for HR leaders to work alongside technical architects to create blockchain applications. Unlike other HR applications, blockchain can integrate all the employees, clients, vendors and businesses seamlessly. This study proposes research propositions that provide research directions for future research. Originality/value Academic literature on connecting blockchain technology with HR functions and applications is notably absent. This research can be considered one of the first academic articles connecting blockchain and HR processes.

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This paper proposes a framework to understand organizations' perspectives while safeguarding customers' information privacy. Following a detailed literature review, a broad conceptual model was developed to build a theory based on a multi-site, multi-case study approach. The current manuscript treats information privacy as distinct from information security. From an organizational standpoint, this research reveals that legal policy, technology, and industry standards drive privacy assimilation. At a detailed level, adherence to compliance, competitive best practices, and data management controls significantly impact an organization's opportunistic perspective, resulting in higher-order assimilation (infusion) of organizational privacy practices. Resistance to compliance, investment cost, and reactive approach results in lower-order assimilation (adaptation) of organizational privacy practices. This study delivers practical implications related to how businesses perceive privacy practices while maintaining the right balance of privacy risks and opportunities.