Human capital, which is a key resource of every organization, is characterized by high sensitivity to social, cultural and other factors that are not necessarily economic in nature. In the process of managing this capital, employee satisfaction becomes key, resulting from various reasons. In this study, we attempted to examine the level of satisfaction of university employees. The aim of this study was to gather information on the level of employee satisfaction with their job positions and to examine the relationships between selected, identified factors influencing their job satisfaction. The paper used multivariate statistical analysis, mainly Wilcoxon tests and Spearman rank correlation. Analysis of the survey results confirmed significant relationships between factors such as work atmosphere, appreciation of work effects, proper division of responsibilities and possible help in the team.

Human resources (HR) analytics is garnering increasing interest each year and is set to play a pivotal role in the development of human resources. In the present era, numerous companies are harnessing the power of analytics to gain a competitive advantage by comprehending all the vital aspects of their workforce by enhancing employee retention through leveraging HR analytics to inform strategic HR choices. Many companies are now incorporating analytical tools into their HR function as a fact-based approach to develop relevant strategies and make informed decisions in managing their workforce more effectively. However, HR faces several challenges in implementing data analytics. Talent management commonly utilizes data analytics to enhance employee engagement, including retention rates, recruitment, job satisfaction, and happiness. This paper discusses the adoption of HR data analytics to enhance employee retention in the workplace. This study delves into the significance of HR data analytics in the realm of employee retention, aiming to assess the efficacy of data-driven decisions. A thorough examination of scholarly publications was undertaken, encompassing both indexed and non-indexed papers sourced from reputable electronic databases to gain insights into the present understanding of HR analytics and its influence on employee retention. The discussion uncovers that HR analytics has a noteworthy impact on improving employee retention in the workplace.

In the rapidly evolving landscape of contemporary business, the strategic alignment of employees with their designated roles is a pivotal determinant of organizational success. Employee misfit, characterized by a misalignment between employees’ skills, interests, and assigned roles, poses formidable challenges to individual and collective performance. This comprehensive research report delves into the intricate implications of employee misfit, explores evolving trends in career consciousness among job seekers, outlines the multifaceted challenges HR managers face, and fervently advocates for implementing a comprehensive selection process to address this prevalent issue effectively. The report underscores the proactive role of management in cultivating a supportive work environment, fostering diverse career pathways, and embedding an inclusive selection framework to confront and mitigate the persistent issue of employee misfit.

The aim of this paper is to consider the mental and physical wellbeing of employees through a lean-inspired People Value Stream lens. Poor well-being is a major cause of reduced productivity for organisations and a drain on healthcare services. We develop a conceptual approach as to how the interrelated spheres of mental and physical health might be dramatically improved through the lean, proactive intervention of employees. This requires the creation of a self-reliant wellness approach by focusing on an individual's meaning and goals and their consequent overall wellness and motivation. This involves assessing their mental and physical ‘flow’ during their career and how individuals can take control of their own wellbeing with the support of their team and wider organisation. Attention to this flow will help employees achieve what they want more quickly and effectively, with consequent benefits to their team and the organisation. We show how this can be achieved from a conceptual point of view and with a practical example. This is the first flow to be considered in detail within the People Value Stream approach. This provides a framework to completely rethink mental and physical wellbeing from the viewpoint of the individual rather than the organisation.

This issue offers an in-depth examination of several facets of human resource management along with an engaging discourse on a wide range of issues pertaining to human resource management across several sectors, including the healthcare, services, and educational sectors. More specifically, the papers in this issue highlight common and contemporary issues in human resource management and offer solutions. They also elaborate on the impact of numerous elements on different behaviors or performances related to human resource management.

This issue provides valuable insights and current research topics related to human resource management, with a particular focus on training personnel and their personalities, attitudes toward work, emotions, and mental health.