Modelling the barriers to blockchain implementation in human resource function

• Published in: The International journal of quality & reliability management 2024-09, Vol.41 (8), p.2075-2094
• Main Authors: Agarwal, Alpana, Kapoor, Komal, Walia, Sandeep
• Format: Article
• Language: English
• Subjects: Artificial intelligence; Blockchain; Decision making; Human resource management; Internet of Things; Management decisions; Modelling; Succession planning; Supply chains; Technology adoption
• ISSN: 0265-671X; 1758-6682
• DOI: 10.1108/IJQRM-01-2023-0018

PurposeThe aim of this paper is to explore and analyse the challenges in effective implementation of blockchain by human resource management (HRM) functions. This paper also aims to assess the interplay between the barriers in causing the challenges during blockchain execution.Design/methodology/approachTen barriers are discovered from the past studies. Based on the expert views on the identified barriers interpretive structural modelling (ISM) is administered to understand the interplay of these 10 challenges resulting in ineffective or non-implementation of HR blockchain.FindingsThe application of ISM has helped in categorizing the variables into strategic, operational and performance outcomes. Results of ISM indicate key barriers like lack of expertise, data privacy, technical infeasibility, complexity in implantation and lack of used cases.Research limitations/implicationsThe research is limited to 10 barriers. There can be other barriers that can also be studied. Second, the research is proposing a conceptual model that needs further validation.Practical implicationsThis paper has significant implications for the theoretical and practical body of knowledge. So far, most studies are exploring and describing HRM from a digital perspective. Most HR studies are on artificial intelligence, the Internet of Things and smart HRM. Previous studies on blockchain for HRM are mostly describing the advantages of going for it.Social implicationsBased on the findings, it can also be suggested that policy formulators must advance the technical regulatory framework. Blockchain technology can be effectively implemented only if the top management is committed to it because they can only frame the rules and right control framework, affirm the governance process and strategize improvement.Originality/valueThe study offers insights into the organization's decision makers for effectively implementing blockchain into their HR systems. Some specific recommendations based on the results are also made. The paper is an innovative attempt to analyse the barriers to HR blockchain.