Title – Human Resource and Technology
Author – Roshni Kahate
Literature Review –
1.Work assistance to visually impaired people
Assistive technologies have opened new opportunities for people with special needs, including those with visual impairments. However, there are still challenges when it comes to digital accessibility in the workplace, and this can affect the ability of visually impaired employees to perform their jobs effectively. One of the main problems faced by visually impaired employees is the lack of accessibility features in software applications and hardware devices used in the workplace. This can make it difficult for them to perform certain tasks, access information, or communicate with others effectively. To address these issues, the opinions of social media users are investigated using data mining methods. The Analytic Hierarchy Process (AHP) method is applied to classify personal workplace accessibility for visually impaired people. By using this method, employers can identify areas where improvements are needed and prioritize their efforts to make their workplace more accessible for visually impaired employees. (Nacheva, 2021) 2.Innovative Trainings
The main purpose of the research is to develop a model for implementing innovations in education, particularly in the context of higher education. It is set out to achieve this goal through several research tasks, including defining the essence of innovations in education, analyzing the types of innovations used in the learning process, developing a model for implementing these innovations, testing the model, and deriving the benefits of applying it. The focus is on Microsoft platforms, such as Teams and Forms, and their use in the learning process. The model includes several innovative approaches to education, such as online learning, Flipped classroom, Video streaming, EdTech, Project-Based Learning (PBL), Feedback assessment tools, Video conferencing and virtual classrooms, Video projects, Real-time polling, Interactive whiteboards and file annotations, Breakout room, and Interactive book. It presents the results of testing the model, which demonstrate that students are satisfied with the implementation of innovations in the learning process. However, there are limitations to this study. As it only analyzes innovations that will be implemented in the model and focuses solely on higher education institutions. As such, the findings may not be generalizable to other educational contexts. (Peicheva, 2022)
3.Post-Pandemic Era of Human Resource
It is true that the COVID-19 pandemic has brought about unprecedented challenges for organizations, particularly in the area of human resource management. The sudden shift to remote work and virtual collaboration has put significant pressure on HR managers to ensure the well-being and productivity of employees, while also maintaining business operations. Some of the trends that are expected to reshape work after the pandemic include the continued use of virtual collaboration tools, a greater emphasis on employee well-being, and a shift towards more flexible work arrangements. To address these challenges and capitalize on these trends, HR managers will need to take a systemic and process-based approach to change management. (Luburic & Vucinic, 2021)
4.Development of Human Resource in Software Companies
Human resources are indeed a critical factor in the success of any organization, including software companies. The recruitment, selection, and professional development of employees are essential processes that can help organizations achieve their desired results. One approach to selecting and developing human resources in software companies is to use competency models. Competency models identify the knowledge, skills, and abilities that employees need to perform their job roles effectively. Another approach is to use performance management systems. Performance management systems provide ongoing feedback and support to employees to help them improve their performance and achieve their goals. To create an effective system for managing human resources, software companies can also use maturity assessment methods. Maturity assessment methods are used to evaluate the level of maturity of an organization’s processes and practices related to human resources management. Using approaches and models like competency models, performance management systems, and maturity assessment methods can help create an effective system for managing human resources in software companies. (Stamenova, 2022)
5.Artificial Intelligence in Human Resource
The use of AI in HR functions can help organizations to streamline their processes, reduce costs, and make better decisions. AI is commonly defined as the ability of machines to learn from experience and perform tasks that would normally require human intelligence. AI can be divided into two categories: narrow or weak AI and general or strong AI. Narrow AI is designed to perform specific tasks, while general AI can perform any intellectual task that a human can. AI can be used to automate repetitive tasks, such as resume screening and scheduling interviews, which can free up HR professionals to focus on more strategic tasks. AI can also be used to analyze data to identify patterns and trends in employee behavior, such as turnover rates, employee engagement, and performance, which can help organizations to make data-driven decisions. There are also concerns around the use of AI in HR functions. One of the main concerns is the potential for bias in AI algorithms, which can result in discrimination against certain groups of people. Another concern is the potential for AI to replace human jobs, which could have significant social and economic implications. (Peicheva, 2021)
6.Modern Business Environment in Corporate Culture
The research focusses the importance of visualizing business in the digital space and how publishing the official corporate culture on the Internet can improve the image of an organization in the market. The aim is to outline the characteristics of the published corporate culture and provide recommendations for its construction. Various research methods and approaches have been used, including analysis, synthesis, content analysis, and a systematic, complex, and interdisciplinary approach. The analysis identified primary and secondary elements that make up the structure of the corporate culture of companies published on the Internet. It highlights the importance of the official corporate culture in building a positive image of the organization. The corporate culture can include values, beliefs, attitudes, and behaviors that are shared by employees and stakeholders. This research provides recommendations for constructing the corporate culture of organizations published on the Internet. (Minkov, 2022)
7.Quality of employment in Agricultural Sector
The research highlights how technological innovation, globalization, demographic change, and the COVID-19 pandemic have impacted the agricultural sector’s labor market. They argue the changes in the nature of work and work organization, along with changes in worker welfare, have led scientists and politicians to focus on the quality of employment in the sector. They propose a definition and model of employment quality, as well as a model for increasing it. The importance of employment quality for the agricultural business is also discussed. They concludes that quality employment is a necessary condition for improving labor productivity and worker welfare, and is in the interest of both workers and employers and society. Quality employment is a necessary condition for improving labor productivity and worker welfare. (Ivanova, 2021)
8.Potential of Person using Human Capital Index
The necessity to analyze and forecast the need for workforce with specific competencies leads to using an appropriate indicator to measure the degree of human capital development. Among the many indicators that examine different aspects of labor potential, the human capital index stands out as a carrier of comparable and reliable information about it. It aims to present the human capital index, developed by the World Bank, as a suitable indicator for measuring the quality of human capital, which considers the conditions for developing the children’s full capacity and their transformation into full-fledged participants in the future workforce. The comparison of the HCI across countries can provide useful insights into the factors that contribute to human capital development. For instance, countries with high HCI scores typically invest heavily in education and healthcare, have high levels of gender equality, and provide their citizens with access to quality education and healthcare. (Pandurska, 2022)
9.Impact of Experience
The research examines the relationship between previous experience with change and two dependent variables: adaptability and organizational performance. The study defines organizational ambidexterity as the capability to balance exploration and exploitation, and suggests that adaptability is one of its elements. Organizational performance is measured by comparing financial results, customer satisfaction, process improvement, and employee development to those of competitors. The data for the study was gathered through a questionnaire distributed among employees and managers in Bulgaria, as part of a larger study on organizational capacity for change. Two hierarchical regression analyses were conducted, and both indicated a direct and positive impact of previous experience with change on both adaptability and organizational performance. The positive impact of previous experience with change suggests that developing dynamic capabilities is critical to building adaptability and sustaining competitive advantage in the long run. (Mladenova, 2022)
10.Storage of Metadata
Data from internet sources, as well as their processing methods, is a prominent area of study. The evolution of web services and concepts that have developed with the growth of the Internet, as well as the widespread use of the world wide web and the wide variety of sensors and mobile devices have led to the Internet becoming a rich data source. In order to process and analyze this data, modern approaches and architectural solutions for their management are needed. The heterogeneous nature and specificity of Internet data requires the use of repositories, where the data can be organized and stored based on a pre-established management concept. In this regard, this article offers a model for organizing and storing metadata to help successfully manage data extracted from Internet sources. Such a model is a good basis for building data management architecture from heterogeneous sources that will support companies in analyzing and improving their business intelligence strategies. (Sulova, 2021)
Conclusion –
Assistive technologies have provided new opportunities for people with special needs, including those with visual impairments, there are still challenges to be addressed when it comes to digital accessibility in the workplace. They developed and tested a model for implementing innovative approaches to education, particularly in the context of higher education, using Microsoft platforms. The COVID-19 pandemic has posed significant challenges for HR managers, to adapt to the changing work environment, HR managers need to adopt a systemic and process-based approach to change management. effective management of human resources is crucial for the success of software companies. Competency models, performance management systems, and maturity assessment methods are useful approaches. AI has the potential to revolutionize HR functions by streamlining processes, reducing costs, and enabling data-driven decision-making. They emphasize the significance of visualizing business in the digital space and publishing the official corporate culture online to enhance the organization’s image in the market.
Reference –
Ilian Minkov, 2022. “Characteristics Of Corporate Culture Published On The Internet In The Modern Business Environment,” HR and Technologies, Creative Space Association, issue 1.
Irena Mladenova, 2022. “Impact Of Experience With Changes On Adaptability And Organizational Performance,” HR and Technologies, Creative Space Association, issue 2.
Miroslava Mihailova Peicheva, 2021. “Artificial Intelligence In Human Resource Functions – Nature And Practical Application,” HR and Technologies, Creative Space Association, issue 1.
Miroslava Peicheva, 2022. “A Model for Implementing Innovations in Training,” HR and Technologies, Creative Space Association, issue 1.
Pavlina Ivanova, 2021. “Quality Of Agricultural Sector Employment – Opportunity Or Challenge,” HR and Technologies, Creative Space Association, issue 2.
Radka Nacheva, 2021. “Digital Workplace Accessibility for Visually Impaired People,” HR and Technologies, Creative Space Association, issue 2.
Radoica Luburic & Milena Vucinic, 2021. “The Challenges And Opportunities Of Human Resource Management In The Post-Pandemic Era,” HR and Technologies, Creative Space Association, issue 1.
Ralitza Pandurska, 2022. “Research Of The Potential Of Persons Through Human Capital Index,” HR and Technologies, Creative Space Association, issue 2.
Slavka Stamenova, 2022. “Approaches And Models For Development Of Human Resources In Software Companies,” HR and Technologies, Creative Space Association, issue 1.
Snezhana Sulova, 2021. “A Conceptual Model For The Organization And Storage Of Metadata For Data From Internet Sources,” HR and Technologies, Creative Space Association, issue 2.