The role of blockchain technology in the process of decision-making in human resource management: a review and future research agenda

Ramachandran, Rukma; Babu, Vimal; Murugesan, Vijaya Prabhagar

doi:10.1108/bpmj-07-2022-0351

Cited by 25 publications

(12 citation statements)

References 103 publications

(233 reference statements)

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“…As this innovative approach moved from early adopters to early majorities, it gained momentum, and blockchain has become essential for adapting to the new normal. Recent research will confidently encourage managers to adopt this innovation in their company's operations [17]. Undoubtedly, the role of smart contracts in contemporary enterprise management systems is of paramount significance.…”

Section: Related Workmentioning

confidence: 99%

An innovative blockchain-based system for human resources digitalization with traceable relationship management

Pipino,

Rocco,

Pagano

et al. 2024

ITM Web Conf.

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Small and Midsize Enterprises (SMEs) have faced innovative changes in their organizational structure, especially in human resources (HR) and employee management: these digital structural changes have transformed their business practices and strategies. The employees with new technical skills have also been impactful in this digitalization. The HR departments in SMEs have become increasingly pivotal in recruiting new employees and supporting existing employees throughout the organization. ITSvil in Salerno (Italy) has developed the Easywork project based on the “Fenice” microservices architecture. This system supports the HR departments in efficiently managing HR activities through digitalization. The first step in acquiring new resources is formulating the employment contract, which is essential for stipulating agreements on specific job requirements. Blockchain technology and smart contracts are among recent technological innovations impacting this process. Writing contracts in digital codes to simplify and effectively manage the legal relationship involving bureaucratic tasks and cost management is now possible. The new digital system makes employment contract processing transparent, traceable, and reliable. This research presents the design and development of a new microservice compatible and integrable process with the “Fenice” system based on blockchain technology. The proposed digital system aims to make HR management activities more transparent and traceable.

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Section: Related Workmentioning

confidence: 99%

An innovative blockchain-based system for human resources digitalization with traceable relationship management

Pipino,

Rocco,

Pagano

et al. 2024

ITM Web Conf.

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“…In [22], blockchain applications for HRM and other fields are thoroughly surveyed and commented. Out of the 12 papers collected that specifically targeted HRM, only 1 proposes a prototype blockchain-based platform: all others are conceptual studies.…”

Section: Related Workmentioning

confidence: 99%

Digital Management of Competencies in Web 3.0: The C-Box® Approach

Francia,

Mariani,

Adduce

et al. 2023

Future Internet

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Management of competencies is a crucial concern for both learners and workers as well as for training institutions and companies. For the former, it allows users to track and certify the acquired skills to apply for positions; for the latter, it enables better organisation of business processes. However, currently, most software systems for competency management adopted by the industry are either organisation-centric or centralised: that is, they either lock-in students and employees wishing to export their competencies elsewhere, or they require users’ trust and for users to give up privacy (to store their personal data) while being prone to faults. In this paper, we propose a user-centric, fully decentralised competency management system enabling verifiable, secure, and robust management of competencies digitalised as Open Badges via notarization on a public blockchain. This way, whoever acquires the competence or achievement retains full control over it and can disclose his/her own digital certifications only when needed and to the extent required, migrate them across storage platforms, and let anyone verify the integrity and validity of such certifications independently of any centralised organisation. The proposed solution is based on C-Box®, an existing application for the management of digital competencies that has been improved to fully support models, standards, and technologies of the so-called Web 3.0 vision—a global effort by major web organisations to “give the web back to the people”, pushing for maximum decentralisation of control and user-centric data ownership.

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“…Blockchain is an integrative technology that enables smart people management functions from recruitment to retention (Mishra & Venkatesan, 2021). Blockchain technology in TM can reduce the time and costs of verifying and selecting the right potential (Ramachandran et al, 2023).…”

Section: A Paradigm Shift: a Social Blockchain Approach For Talent Ma...mentioning

confidence: 99%

Meaning in motion: Evolving images of talent in organisations in a disruptive world

van der Sluis,

Barkhuizen

2023

SA Journal of Industrial Psychology

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Orientation: The coronavirus disease 2019 (COVID-19) pandemic, concurrent with Fourth Industrial Revolution (4IR), introduces a new work environment and vocabulary that challenges traditional talent management (TM) thought processes, taxonomies, and practices. As a result, we must reconstruct the meanings of workplace talent and TM to ensure business continuity in a disrupted workplace.Research purpose: The main objective of this research was to investigate the current thought processes and meanings associated with the concepts of talent and TM as catalysts for enhancing meaningful work experiences in a volatile workplace.Motivation for the study: Research exploring the meaning of talent and TM as a two-way approach in the new world of work is yet forthcoming.Research approach/design and method: A literature review was conducted to synthesise a shared comprehension of the meaning of talent and TM in the new work environment and their practical applications.Main findings: The findings reveal that the current definitions of talent and TM are ambiguous and contradictory. Consequently, there are numerous dichotomies regarding the most practical method of implementing TM during a crisis. From a multi-value perspective, talent provides valuable insights into how talent and TM practices can be optimised in a world of work characterised by disruption.Practical/managerial implications: Leaders and talent practitioners must reimagine and transform TM practices for sustainable and meaningful individual and organisational impact.Contribution/value-add: This paper provides novel and unique insights into how talent can best be optimised in the new world of work.

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The role of blockchain technology in the process of decision-making in human resource management: a review and future research agenda

Cited by 25 publications

References 103 publications

An innovative blockchain-based system for human resources digitalization with traceable relationship management

An innovative blockchain-based system for human resources digitalization with traceable relationship management

Digital Management of Competencies in Web 3.0: The C-Box® Approach

Meaning in motion: Evolving images of talent in organisations in a disruptive world

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