Blockchain Technology to Support Employee Recruitment and Selection in Industrial Revolution 4.0

Rhemananda, Happy; Simbolon, Dima Roulina; Fachrunnisa, Olivia

doi:10.1007/978-981-15-7990-5_30

Cited by 17 publications

(19 citation statements)

References 4 publications

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“…Such dynamic capabilities are important for firm's survival in this volatile business environment and critical for improving firm performance. In a broader context, the survival of organizations or firms is largely dependent upon mixing and matching of existing resources to develop capabilities to further explore new avenues for a better long-term growth (Rhemananda et al , 2020). This study contributes to the domain of HRM and information systems.…”

Section: Discussionmentioning

confidence: 99%

“…in their 1997 paper Dynamic Capabilities and Strategic Management, as “the firm's ability to integrate, build, and reconfigure internal and external competences to address rapidly changing environments”. In a broader context, the survival of organizations or firms is largely dependent upon mixing and matching of existing resources and capabilities to explore new avenues for a better long-term growth (Rhemananda et al , 2020). Varied dynamic environments possess dynamic capabilities (Rotondo et al , 2019), which are related to innovation, replication and reconfiguration (Rogiers et al , 2020).…”

Section: Theoretical Underpinningmentioning

confidence: 99%

“…This necessity has really encouraged various business organizations to focus more towards development and implementation of more and more sustainable e-HRM systems (Popovi c et al, 2018). Such initiatives are very much dependent upon how an organization addresses its responsibility towards ecological concerns (Rhemananda et al, 2020). Sustainable e-HRM systems are possible only with ethical e-HRM practices with regular monitoring of activities (Rotondo et al, 2019).…”

Section: Motivation Enhancing E-hrm Practices and Sustainable E-hrm S...mentioning

confidence: 99%

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Sustainable electronic human resource management systems and firm performance: an empirical study

Bag

Dhamija

Pretorius

et al. 2021

IJM

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PurposeThe authors aim to investigate whether ability electronic human resource management (e-HRM) practices, opportunity enhancing e-HRM practices and motivation enhancing e-HRM can possibly lead to development of sustainable e-HRM systems. Finally, the authors also examined if sustainable e-HRM systems can enhance firm performance.Design/methodology/approachThe model was developed using dynamic capability view perspective. The study tests theoretical model and presents findings by analysing data (partial least squares structural equation modelling method) gathered from 151 South African firms.FindingsThe findings indicate that ability enhancing e-HRM practices and motivation enhancing e-HRM practices can result in development of sustainable e-HRM systems, and findings also indicate that sustainable e-HRM systems can improve firm performance.Practical implicationsEmphasis is required on ability enhancing e-HRM practices and motivation enhancing e-HRM practices to develop sustainable e-HRM systems. Once workforce understand the complete benefits of e-HRM, they will start using this system on a regular basis for activities including goal setting, and performance measurement. The development of sustainable e-HRM systems will improve firm performance especially from cost control and customer satisfaction perspective.Originality/valueThis study advances the conceptual debate in the e-HRM domain through the development and testing of theoretical model.

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Section: Discussionmentioning

confidence: 99%

Section: Theoretical Underpinningmentioning

confidence: 99%

Section: Motivation Enhancing E-hrm Practices and Sustainable E-hrm S...mentioning

confidence: 99%

See 1 more Smart Citation

Sustainable electronic human resource management systems and firm performance: an empirical study

Bag

Dhamija

Pretorius

et al. 2021

IJM

View full text Add to dashboard Cite

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“…Such dynamic capabilities are essential for a firm's survival in this volatile business environment and critical for improving employee performance and engagement. In a broader context, organizations or firms' survival depends mainly upon mixing and matching existing resources to develop capabilities to explore further avenues for better long-term growth (Rhemananda et al, 2020;Bag et al, 2021a).…”

Section: Theoretical Implicationsmentioning

confidence: 99%

“…The concept was defined by Teece et al, in their 1997 paper Dynamic Capabilities and Strategic Management, as "the firm's ability to integrate, build and reconfigure internal and external competencies to address rapidly changing environments". In a broader context, the survival of organizations or firms is mainly dependent upon the mixing and matching of existing resources and capabilities to explore new avenues for better long-term growth (Rhemananda et al, 2020). Varied dynamic environments possess dynamic capabilities (Rotondo et al, 2019) related to innovation, replication and reconfiguration (Rogiers et al, 2020).…”

Section: Introductionmentioning

confidence: 99%

A study of artificial intelligence on employee performance and work engagement: the moderating role of change leadership

Wijayati

Rahman

Fahrullah

et al. 2022

IJM

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PurposeThis paper aims to explore employee perceptions of companies engaged in services and banking of the role of change leadership on the application of artificial intelligence (AI) that will impact the performance and work engagement in conditions that are experiencing rapid changes.Design/methodology/approachThis study has used a quantitative research approach, and data analysis uses an approach structural equation modeling (SEM) supported by program computer software AMOS 22.0. A total of 357 respondents were involved in this study, but only 254 were qualified. In this study, the respondent is an employee of companies engaged in the services and banking sector in the East Java, Indonesia region.FindingsThe results reveal that AI has a significant positive effect on employee performance and work engagement. Change leadership positively moderates the influence of AI on employee performance and work engagement.Originality/valueThe development of this model has a novelty by including the moderating variable of the role of change leadership because, in conditions that are experiencing rapid changes, the role of leaders is essential. After all, leaders are decision-makers in the organization. The development of this concept focuses on studies of companies engaged in services and banking. Employee performance is an essential determinant in the organization because it will improve organizational performance. In addition, the application of AI in organizations will experience turmoil, so that the critical role of leaders is needed to achieve success with employee work engagement.

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HR Digital Transformation: Blockchain for Business

Dash

2023

Intelligent Systems Reference Library

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Blockchain Technology to Support Employee Recruitment and Selection in Industrial Revolution 4.0

Cited by 17 publications

References 4 publications

Sustainable electronic human resource management systems and firm performance: an empirical study

Sustainable electronic human resource management systems and firm performance: an empirical study

A study of artificial intelligence on employee performance and work engagement: the moderating role of change leadership

HR Digital Transformation: Blockchain for Business

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