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.

中文翻译：

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区块链在人力资源应对新常态中的作用

目的

这项研究旨在通过用例来扩大对人力资源（HR）经理对区块链的理解。该研究为人力资源专业人员提供了一个可行的解决方案，以有效地管理一些核心流程，以专注于更具战略意义的工作，并成为该组织真正的人力资源业务合作伙伴。

设计/方法/方法

该研究采用了案例研究策略。案例研究策略非常适合捕获从业者的知识，主要是在关注当代事件（例如COVID-19）时。通过电话交谈和访谈从12个技术组织收集的数据已记录下来，并使用NoNotes通话记录进行了转录。

发现

这项研究确定了五个用例，以简化关键流程，从而帮助HR专业人员，例如证书验证，技能映射，薪资处理，数据保护和绩效管理。这些早期用例为使用区块链技术管理关键的HR功能和相关的业务流程提供了一个合理的优越选择。

研究局限/意义

尽管区块链应用程序的数量不断增加，但其在人力资源活动中的使用仍然受到限制。通过广泛的定性案例研究和数据三角剖分，该研究通过解释区块链采用如何帮助组织利用其内部资源和能力获得竞争优势，从而整合了基于资源的观点和统一的接受理论。这项研究提出了五个用例和命题，可以作为人力资源部门采用区块链应用程序的基础。命题的缺乏经验验证（定量严谨）是局限性，可能成为未来的研究范围。

实际影响

对于人力资源经理而言，采用新技术并不是什么新鲜事。但是，大多数技术是脱节的应用程序，因此，对普遍使用的解决方案的需求显得尤为重要。几个区块链概念仍处于起步阶段。因此，该研究强调了人力资源主管与技术架构师一起创建区块链应用程序的必要性。与其他HR应用程序不同，区块链可以无缝集成所有员工，客户，供应商和企业。这项研究提出了一些研究命题，为未来的研究提供了研究方向。

创意/价值

缺乏有关将区块链技术与HR功能和应用程序连接的学术文献。这项研究可以被认为是连接区块链和人力资源流程的第一篇学术文章之一。