Several studies have discussed the benefits of blockchain in human resources management (HRM) policies to support the efficiency of HRM routine practices in organizations. The discussion ranges from selection and recruitment to employee separation. With the growing interest in digital application usage, research focused on utilization and effective measurement is needed. However, the existing literature review on blockchain-based HRM practices linked to cost efficiency still needs to be improved. Hence, this study aims to review current studies on blockchain human resources management systematically. This study investigates the trends in blockchain application usage in terms of practices, methodologies, and settings. This study used a literature survey and Publish or Perish software with Google Scholar and Scopus as the databases. 123 articles published in 19 journals from 2010 to 2022 were selected. This study used systematic data to reveal trends in HRM practices and qualitative inductive analysis to define relevant themes within the topic. The results show that blockchain applications for efficiency are used mainly in the recruitment and selection process, ranging from personal data verification to the quality of decision-making in skill development and maintenance. Five HRM practices have been discussed, indicating potential explorative and exploitative future research to improve the effectiveness of using blockchain in HRM practices.

This study aims to explore the evolution of the human resources field in Western academia during the 1970s and 1980s, focusing on the trends in research topics across different decades. The analysis utilizes citation co-citation analysis, multivariate statistical analysis, and social network analysis. The research data were drawn from the Web of Science (WoS) database, comprising 1278 documents. By distinguishing between different time periods, the study identifies shifts in the field across two distinct time frames, visualized through multidimensional scaling maps. The results indicate that the 1970s were dominated by seven major research streams, while the 1980s introduced eight research streams, with “human resources” emerging for the first time as a prominent research frontier. The volume of literature, co-citation frequency, and citation counts all increased over time, reflecting the growing vibrancy and expanding scope of research in the field. Although citation co-citation analysis provides objective quantitative insights, issues such as the purpose of citations, the extent to which cited documents influence citing documents, and the varying layers of citation impact may introduce potential errors in the co-citation analysis results.

The objectives of this qualitative research are to study problems and factors promoting success in the career path of government officials in the Ministry of Higher Education, Science, Research, and Innovation (MHESI) in Thailand. The study also finds out career path model to opinions between executives and government officials. This qualitative employed in-depth interview and focus group discussion with executives, academics, and civil servants. It found that the problem was the planning and management of career path due to lacking of standard pattern. Also, it found that the model of career path provides practitioners with career advancement opportunities and job titles from the very beginning to the very top where they can advance and can plan their career progression. The model also provides an opportunity to explore officers’ competencies, aptitudes, and interests that are appropriate for any type of work in the organization and able to prepare them to perform the job, which will affect the success of civil servants’ work and human resource management to create career path and develop oneself to be able to compete for academic and professional excellence, as well as prepare the government officers for appropriate positions in the future.

The demography of Saudi Arabia has been discussed many times but its conflict with the theories of transition and associated structural changes is unexplained. This research explains the demographic differentials stated as lag - real from theoretical – separately for the native and total population. This research developed demographic indicators revealing trends and patterns by adopting a secondary data analysis method, utilizing the General Authority for Statistics census data and other online data. The demographic transition of Saudi Arabia is in line with the theoretical contentions of pretransition and transition (early, mid, and late) stages but at definite time intervals. The absolute size, percentage change, and annual growth rate are explanatory for natives and are considered separately. Moreover, the structural population changes reveal transition stages from expansive to near expansive and constricting and stabilizing. Furthermore, broad age groups indicate rapid declines in the percentage of children, rapid increases in young adults, slow increases in older adults, and no changes in older persons. Even the sex ratio of natives is at par with other populations in transition (slightly above 100). Thus, it could be concluded that a demographic transition with structural changes as per theories: flawless growth rates with an expanding demographic dividend. At this juncture, the integration of migrants into society by endorsing family life and enabling social and demographic balance appears as imperative to improving the labor sector, productivity, and the image of the country in the international spheres for comparisons and benchmarking.

Background: The hotel industry is labor-intensive. Both technical and behavioral aspects of quality are considered to ensure service quality and customer satisfaction among the internal and external customers as a whole, creating a competitive advantage. Significance: Recruiting and selecting the right people is paramount to the success of the hospitality industry in the sense that the best delivery will be enhanced if proper procedures are used and the right people are selected who can handle their tasks to the best satisfaction of the customer. Method: The goal of the research was to explore the recruiting and selection practices/methods used in the hotel industry, as well as their employability. The study aims to explore the differences in the mix of recruitment and selection methods implemented in 4- and 5-star and different category hotels. As an enterprise, HRD comprises change, learning, and performance. Results: Based on the findings, it is imperative to invest in human resources as a capital asset to boost staff entities in terms of knowledge and capabilities, thereby contributing to better service quality and enhanced customer satisfaction. This would help fulfil the organizations’ objectives. Conclusion: The study concludes that the selected candidates are being analyzed properly and effectively. It is very important to note that the results of this study cannot be generalized as it deals with a restricted clientele, and this could only add on variables and instances to form a common standpoint for the other hotel managers.

The artificial intelligence (AI)-based architect's profile's selection (simply iSelection) uses a polymathic mathematical model and AI-subdomains' integration for enabling automated and optimized human resources (HR) processes and activities. HR-related processes and activities in the selection, support, problem-solving, and just-in-time evaluation of a transformation manager's or key team members' polymathic profile (TPProfile). Where a TPProfile can be a classical business manager, transformation manager, project manager, or an enterprise architect. iSelection-related selection processes use many types of artifacts, like critical success factors (CSF), AI-subdomain' integration environments, and an enterprise-wide decision-making system (DMS). iSelection focuses on TPProfiles for various kinds of transformation projects, like the case of the transformation of enterprises' HRs (EHR) processes, activities, and related fields, like enterprise resources planning (ERP) environments, financial systems, human factors (HF) evolution, and AI-subdomains. The iSelection tries to offer a well-defined (or specific) TPProfile, which includes HF's original-authentic capabilities, education, affinities, and possible polymathical characteristics. Such a profile can also be influenced by educational or training curriculum (ETC), which also takes into account transformation projects’ acquired experiences. Knowing that selected TPProfiles are supported by an internal (or external) transformation framework (TF), which can support standard transformation activities, and solving various types of iSelection’s problems. Enterprise transformation projects (simply projects) face extremely high failure rates (XHFR) of about 95%, which makes EHR selection processes very complex.