Vol. 4 No. 1 (2022)
In the area of human resources, employees' attitudes toward their work and work performance are extremely important, as good work efficiency and exceptional work products are heavily reliant on these factors. And, as society evolves, it is worthwhile to create sensible strategies to manage human resources in order to adapt to the changing world. This issue mostly includes two categories of research content. To begin, some of the articles in this issue examine the relationship between workplace well-being activities and job satisfaction, as well as the factors that influence staff happiness. Secondly, this issue contains knowledge on how to effectively manage human resources. Recognizing significant and excellent employees, as well as understanding how to use correct human resource management tools, will help businesses reach the goal of reasonable human resource management. These articles demonstrate the importance of firms paying attention to their employees' work performance and attitudes toward work, as well as developing sensible human resource management plans.
-
Open AccessArticle
Article ID: 3448
Fun Fun Fun—The relationship between well-being activities and job satisfaction in high-tech companiesby Yonatan Shertzer, Yuli Zur, Chen Ragones
Human Resources Management and Services, Vol.4, No.1, 2022; 239 Views, 58 PDF Downloads
Job satisfaction is a goal of every organization and human resources department. Many studies have shown the relationship between employee satisfaction as a predictive factor for a variety of key organizational indicators such as employee commitment, employee engagement, productivity, attrition, and turnover. Engaging in well-being activities is one strategy that companies can use to boost employee satisfaction. The term “well-being” activities in Hebrew is a bit different from the common use of the word in the literature. It is a combination of the concepts of Fun Activities, Employee Experience and Perks and Benefits. In High-tech companies, there are many activities aimed at creating a positive employee experience and an attractive organizational culture. These activities include a vast range of activities such as: department events, happy hours, company events, holiday gifts, enrichment activities, sports classes (for example, yoga), and more benefits. Despite the considerable investment in this budget, there are not many studies illustrating the contribution of well-being activities to employee satisfaction and their ROI. The purpose of this study was to examine the relationship between workplace well-being activities and job satisfaction in the Israeli high-tech market. The hypothesis of this study was that there is a positive relationship between well-being activities in the workplace and satisfaction in the workplace, but also to identify which issues within the well-being policy will predict the highest level of employee satisfaction. The study was conducted among 91 employees from a variety of high-tech companies in the Israeli market. The study’s findings supported the hypothesis. Practical suggestions for organizations for the successful implementation of well-being policies are discussed.
-
Open Access
Article
Article ID: 3370
Influencing factors in employee performance at public enterprisesby Neeta Baporikar
Human Resources Management and Services, Vol.4, No.1, 2022; 50 Views, 34 PDF Downloads
The main objective of the study was to examine factors that influence employee performance in general and, more specifically, in public enterprises. The research approach was qualitative, with an in-depth literature review and content analysis. The findings of the study reflect that some factors have a positive and some have a negative influence on employee performance. The study also shows a significant relationship between factors and employee performance, which in turn has a multiplier effect on employee development. Recommendations include the need to provide resources for employee training and development, and the strategic aims and objectives of public enterprises should be aligned with the training and development programs.
-
Open Access
Article
Article ID: 3429
Organizational risk and employee retention model: Which employees matter and how to retain them?by Sumit Shandilya, Avleen Kaur, Jaskiran Arora
Human Resources Management and Services, Vol.4, No.1, 2022; 84 Views, 39 PDF Downloads
Employee retention is a critical concern for organizations in today’s dynamic labor market. This paper introduces a novel framework, integrating “absolute potential of the employee” and “risk associated with leaving the employee”, to address this challenge. Findings from the study suggest that this framework can effectively assist organizations in strategizing retention techniques. The research methodology employed an exploratory research design and collected data from 576 employees across various sectors. The results indicate significant implications for organizational risk assessment and employee retention strategies.
-
Open Access
Article
Article ID: 3479
Social consequences of employment flexibilisation in the era of post-Fordism/neoliberalismby Vitalina Butkaliuk
Human Resources Management and Services, Vol.4, No.1, 2022; 31 Views, 21 PDF Downloads
The article presents an analysis of the main causes and social consequences of the transformation of employment in the conditions of the transition of the world economy to post-Fordism/neoliberalism at the end of the 20th century. The author discusses the main methodological approaches to the study of this problem and also dwells in detail on the analysis of such important consequences of the transformation of the labour sphere as the increase in the vulnerability of workers’ employment, the growth of inequality, the weakening of the strength of trade unions, etc.
-
Open Access
Article
Article ID: 3473
Blockchain-based human resources management practices to support performance efficiency: A literature surveyby Ardian Adhiatma
Human Resources Management and Services, Vol.4, No.1, 2022; 36 Views, 29 PDF Downloads
Several studies have discussed the benefits of blockchain in human resources management (HRM) policies to support the efficiency of HRM routine practices in organizations. The discussion ranges from selection and recruitment to employee separation. With the growing interest in digital application usage, research focused on utilization and effective measurement is needed. However, the existing literature review on blockchain-based HRM practices linked to cost efficiency still needs to be improved. Hence, this study aims to review current studies on blockchain human resources management systematically. This study investigates the trends in blockchain application usage in terms of practices, methodologies, and settings. This study used a literature survey and Publish or Perish software with Google Scholar and Scopus as the databases. 123 articles published in 19 journals from 2010 to 2022 were selected. This study used systematic data to reveal trends in HRM practices and qualitative inductive analysis to define relevant themes within the topic. The results show that blockchain applications for efficiency are used mainly in the recruitment and selection process, ranging from personal data verification to the quality of decision-making in skill development and maintenance. Five HRM practices have been discussed, indicating potential explorative and exploitative future research to improve the effectiveness of using blockchain in HRM practices.
