This chapter aims to provide fresh ideas from philosophy to help human resources managers adopt blockchain technology in their work. In order to categorize the 25 significant items, the authors examined the 126 publications that were made available for acceptance between 2016 and 2021 in the Scopus and Web of Science databases. Using bibliometric data, the headings, titles, and keyword phrases of each of those 25 papers have all been meticulously analysed. Depending on the bibliometric data gathered, word relationship network maps were produced using VOS viewer. There are four topic groupings that were made using the linked visualisations. It has been decided that the ideas of employee-systems interface (ESI) and blockchain framework (BCF) for HR are going to encourage the adoption and application of distributed computing technologies in the area of the administration of human resources. After reading all 25 articles, the authors thoroughly and in-depth examined the key terms that supported the two philosophical subjects and determined the validity of the results.
TopIntroduction
Since its inception, blockchain technologies has proven to be among the most cutting-edge and complex inventions that the globe has witnessed to date. Blockchain technology is a kind of distributed ledger technology (DLT) that preserves the history of an electronically object. It was created by Nakamoto and originally detailed in 2008 (Ballandies, Dapp, and Pournaras, 2021). It is regarded as a DLT which stores events and interactions as an immutable recorded in time electronic block. Although blockchain's evolution and progress in technology started with Blockchain technology, it is now extensively employed in many other industries and countries. More recent statistics demonstrate this quite clearly (Etemadi, Van Gelder, and Strozzi, 2021). Recent research (Mishra and Venkatesan 2021; Rane, Thakker, and Kant 2020; Venkatesh et al. 2020; Zheng, Zhang, and Gauthier 2020; Patil et al. 2020; Fachrunnisa and Hussain 2020) has shown that the technology of blockchain has the potential to influence and transform all facets of company operations, from the banking sector including supply tie management and health maintenance to the management of employees. Employee-systems interaction (ESI), which has just come to light in the world of blockchain technology, is also shown.
Blockchain technology has established itself as an innovative technology that is grabbing the interest of scholars, professionals, and corporate organisations. Blockchain innovation will fundamentally alter the way companies operate and enable its use across several sectors and businesses. Although industries in transportation and logistics, healthcare, and retail are all aggressively embracing blockchain technologies, the banking sector now takes a leading role in its growth and adoption. For trade settlement, trade financing, and insurance in the banking and finance sector, client record keeping for health care, guarantee claims within retail, or electronic supply chains, bitcoin is employed.
Many businesses are starting to look at integrating the technology of blockchain into everyday activities. Virtually every organisational activity, from production and manufacture through supply chain oversight, has the potential to gain from the use of blockchain. Although human resource management (HRM) has advanced, with practically every aspect now being digitalized (Mishra and Akman, 2010), less focus has been placed on the viewpoint of how SHRM in organisations really operates.
Organisations might benefit from blockchain. 60% of the workforce Specialists have reportedly found fraudulent qualifications on applicant applications, as reported by CareerBuilder, which People lie about their qualifications, duties, previous jobs, job titles, academic degrees, employers they've working for, and honours along with awards. Blockchain will completely change how the administration of human resources works in businesses. According to blockchain technology, workers will soon be able to communicate with their superiors about private data. Investors would feel confident knowing that candidates' credentials, successes, citations, and talents could all be digitally confirmed.