Improve Employee Health Research Articles

A conceptual framework for ergonomic innovations in logistics: enhancing workplace safety through data-driven design

This paper presents a conceptual framework for ergonomic innovations in logistics, emphasizing the integration of ergonomic principles, data-driven design, and stakeholder collaboration to enhance workplace safety, productivity, and employee well-being. It explores the theoretical underpinnings of workplace ergonomics, highlighting the connection between safety, efficiency, and worker satisfaction. The proposed framework outlines four core components: ergonomic assessment, data collection, design innovation, and implementation strategies. It also emphasizes the importance of leveraging data analytics to inform decision-making, adapting to dynamic operational demands, and fostering collaboration among employees, safety experts, and management. The framework’s implementation offers significant organizational benefits, including reduced workplace risks, improved employee health, and measurable economic value through cost savings and increased efficiency. Moreover, the broader applicability of this framework extends to other industries, demonstrating its potential to transform workplace practices globally. The paper concludes with actionable recommendations for practitioners and policymakers to adopt and sustain ergonomic innovations in logistics, ensuring safer and more productive work environments. Keywords: Ergonomic Innovations, Logistics Safety, Data-Driven Design, Workplace Productivity, Employee Well-Being, Occupational Health.

Effect of Annual Leave Days on Presenteeism - a Cohort Study in Employees of a Japanese Corporate Group.

This study investigated the association between leave use and improvement of work functioning impairment affecting presenteeism. A prospective, observational study was conducted among 5,752 employees in a single corporate group in Japan to analyze the number of days of leave taken over a one-year period and changes in work functioning impairment. As the number of leave days increased, work functioning impairment improved significantly. These results suggest that allowing employees to take more leave significantly contributes to improving work functioning impairment. Companies need to promote appropriate leave use to improve employee health and overall work productivity.

Health literacy, including related vaccination, of the working Russian population: data from a survey on the Atria platform

Health literacy (HL), including related vaccination, is an important health determinant. For the working population, it helps to maintain and improve their ability to work. Despite the clear benefits of vaccination, vaccine confidence has recently declined worldwide, which may lead to decreased vaccination coverage and a renewal of infectious diseases. Based on this, increasing the level of public health, including vaccination issues, is one of the preventive medicine tasks. Staff groups seem to be an effective place for implementing measures to improve the health and vaccination prevention of the working population.Aim. To assess the level of public health, including vaccination issues, among the working Russian population using digital technologies.Material and methods. The study was conducted online and included employees filling out a questionnaire on their own. The results were posted on the Atria digital platform, which is a tool for assessing and implementing corporate programs to improve employee health. HL was assessed using the updated 2019 Health Literacy Survey Questionnaire (HLS19-Q) adapted into Russian and validated. The study lasted 18 months (from December 2022 to May 2024).Results. A total of 58357 employees took part in the study on the Atria digital platform to assess the public health level, of which 47044 (80,6%) were women. In general, workers had a predominantly excellent HL (n=39637, 67,9%), while in women it was 69,4% (n=32644). The insufficient HL varied slightly among workers of different age groups. The fewest workers with an excellent HL were recorded in the age group of 40-49 years (65,4%, n=11857), and the most among workers >60 years old (74,2%, n=3573). The study found that 43,3% of men and 56,2% of women are vaccinated against influenza annually. Among those workers who are vaccinated against influenza annually, the highest HL rate was recorded among workers >60 years of age (63,4%, n=4188), and the lowest among workers <30 years of age (48,2%, n=4992). Workers with an excellent HL are predominantly vaccinated against influenza annually (77,8%, n=21306).Conclusion. For the first time in the Russian Federation, a study was conducted to assess the HL level, including vaccination issues, among workers using digital technologies. The results obtained indicate that further measures are needed to increase the HL level of workers, including in terms of vaccination. Based on research data, methodological documents and corporate programs aimed at improving the current situation should be developed and implemented.

Real-World Outcomes of a Digital Behavioral Coaching Intervention to Improve Employee Health Status: Retrospective Observational Study.

Chronic noncommunicable diseases (NCDs) account for major disability and premature mortality worldwide, with low- and middle-income countries being disproportionately burdened. Given the negative impact of NCDs on employee performance and work productivity, there is a rising need for stakeholders to identify effective workplace solutions that can improve employee health outcomes. As the workplace becomes more dispersed post pandemic, digital behavioral coaching offers a scalable, personalized, and cost-effective method of managing chronic disease risk factors among employees. This study aimed to retrospectively evaluate the impact of a digital behavioral coaching program on year-to-year changes in employee health status in a cohort of Indonesian employees. This retrospective real-world exploratory analysis of secondary health data followed 774 employees of an Indonesian company who completed company-sponsored health screenings between 2021 and 2022 and were given access to Naluri (Naluri Hidup Sdn Bhd), a holistic digital therapeutics platform offering digital behavioral health coaching and self-help tools. Participants were retrospectively classified as those who received active coaching (n=177), passive coaching (n=108), and no coaching (n=489). Linear mixed-effects models were used to evaluate the year-to-year changes in health outcomes across the 3 employee groups, with post hoc analyses evaluating within-group differences between the 2 time points and between-group differences at follow-up. Significant time×group interaction effects were detected for body weight, BMI, hemoglobin A1c, low-density lipoprotein, total cholesterol, and systolic and diastolic blood pressure. Post hoc pairwise comparisons revealed significant improvements in hemoglobin A1c (mean difference [Mdiff]=-0.14, P=.008), high-density lipoprotein (Mdiff=+2.14, P<.001), and total cholesterol (Mdiff=-11.45, P<.001) for employees in the Active Coaching group between 2021 and 2022, with the other 2 groups reporting deteriorations in multiple health outcomes throughout the 2 time points. At follow-up, those who received active coaching between 2021 and 2022 reported significantly lower body weight (P<.001), BMI (P=.001), low-density lipoprotein (P=.045), and total cholesterol (P<.001) than the No Coaching group. This study demonstrates real-world outcomes and implications supporting the use of workplace digital behavioral coaching in improving employee health status. Given the rising burden of NCDs in the Southeast Asian region, our findings underscore the role that workplace digital health interventions can play in preventing and managing chronic disease risk factors.

Changes in active commuting and changes in work ability and recovery from work in 16,778 Finnish public sector employees

BackgroundPromotion of active commuting by walking and cycling presents a feasible strategy to increase physical activity levels and improve employee health and wellbeing. Increasing evidence on the health benefits of active commuting exists, but little is known about longitudinal associations between active commuting and work ability, and recovery from work. MethodsWe conducted an observational cohort study of 16,778 public sector employees who responded to the Finnish Public Sector study surveys in 2020 and 2022. Within- and between-individual associations of changes in active commuting with changes in work ability and recovery from work were examined using hybrid modelling. Analyses were adjusted for sex and age at T1 (time-invariant confounders in the between-individual part of the analyses) and socio-economic factors, body mass index, health behaviours, and job strain (time-varying confounders in both parts). ResultsAfter adjustments, an increase in active commuting equivalent to 10 km per week was associated with small within-individual (unstandardized beta (B) = 0.016, 95% confidence interval (CI) 0.004–0.028) and between-individual (B = 0.028, 95% CI 0.019–0.038) improvements in work ability. In sex-stratified analyses, the positive within-individual effect on work ability was observed only among women (B = 0.026, 95% CI 0.001–0.040). With recovery from work, only between-individual positive association was observed (B = 0.032, 95% CI = 0.018–0.045). ConclusionsIt may be possible to improve work ability by increasing active commuting. However, it appears that a change corresponding to tens of weekly kilometres of active commuting is required to achieve a small improvement in work ability. No conclusive evidence supporting that an increase in active commuting enhances recovery from work was found.

Multisensory nature exposure in the workplace: Exploring the restorative benefits of smell experiences

Previous research has extensively documented several benefits of interacting with nature. Biophilic design applications aimed at connecting the built environment back to nature have been shown to improve employee health, well-being, and productivity at workplaces. However, most research regarding restorative environments has prioritized the visual qualities of nature experiences, neglecting other sensory modalities. The significance of the sense of smell in the restoration process has been largely ignored. This research investigates the combined effects of multi-domain nature experiences within workplace contexts. Specifically, the restorative benefits of combined multisensory elements, including visual, olfactory, and auditory, and the relative contributions of each sensory cue to the restoration process were examined. A pretest-posttest experimental approach was employed to compare the restorative outcomes of workplaces under two conditions, one lacking natural elements vs another offering multi-domain experiences of nature. Thirty-two participants engaged in a multisensory virtual reality simulation replicating the environmental conditions of an actual workplace in Sydney, Australia. The results revealed that the multisensory biophilic workplace significantly improved cognitive performance, reduced stress levels, and enhanced mood states compared to the non-biophilic one. There was a statistically significant association between the sense of smell and restorative benefits. Although visual elements emerged as the primary means of creating restorative workplace environments, our results suggest that the sense of smell plays a significant role in the restoration process. This paper provides empirical evidence on the paramount importance of olfactory cues in nature-based experiences, contributing to the knowledge within the realms of biophilia and architectural discourse.

The Potentials of Digital Workplace Health Promotion.

Workplace Health Promotion (WHP) can sustainably impact organizations by improving employee health and strengthening legitimization. Digital Workplace Health Promotion (DWHP) may have even more impact thanks to its scope. This study reports on a hospital in Austria wherein DWPH was introduced into the existing WHP structure in combination with a digitalization effort for the entire organization. The approach was mainly quantitative with a few open questions and included a survey before and an evaluation after the project with about 240 respondents each. The use, intentions, barriers and benefits of DWHP from the employees' perspectives were reported on to evaluate the potentials of DWHP for furthering sustainable developments within organizations. While DHWP is perceived as positive, current use is low. Nevertheless, intended future use is promising and perceived benefits are higher after implementation. However, perceived barriers are still high, requiring organizational efforts.

Assessing Employee Health Policies and Practices in Foodservice Establishments

The aim of this study was to investigate current practices in the food industry regarding the development and implementation of food safety management systems, with a focus on employee health policies. Specifically, this study assessed written employee health policies and practices that retail food establishments used to mitigate the risk of foodborne illnesses. Surveys were distributed, and 14% (76/538) of the surveys were returned by senior food safety leaders, representing 336,268 restaurant, grocery, and convenience store outlets. The majority of participants represented larger franchises or chains. Results showed most participants (98.4%) reported having written employee health policies, with most policies based on the U.S. Food and Drug Administration’s Model Food Code and Annex. Most participants (98.3%) agreed that their employee health policy stipulated exclusions and restrictions for food employees based on their health and activities as they relate to diseases transmitted through food; however, fewer (87.7%) policies had provisions for removing such exclusions and restrictions. The survey also revealed the use of novel approaches to promote handwashing and the frequency with which conditional employees are made aware of reporting requirements. Taken as a whole, the survey highlights opportunities to improve employee health policies and increase awareness of reporting requirements for employees in the retail food industry.

Fit to Work Status Improvement &amp; Medical Insurance Claim Efficiency after Corporate Wellness Program in Oil &amp; Gas Refinery Industry

Background. The oil &amp; gas refinery industry poses significant health risks to workers, especially whose cardiometabolic disorders uncontrolled. Wellness program can be implemented to enhance their clinical &amp; fit work status which can be reflected by insurance claim efficiency. Methods. This descriptive study used the secondary evaluation data of a 3-month wellness program (August-November, 2022) among oil and gas refinery workers in South Sumatra Province who were selected based on 2022 MCU results. Physical exercise during wellness program were digitally monitored. Fit to work status was diagnosed by occupational medicine specialist in hospital provider which was re-evaluated on 2023 MCU result. Results. The 50 participants had done 325,4 km physical exercise distance in 3 months. They had decreased body weight (mean 8,14 kg), blood pressure (mean systolic 7.22 mmHg &amp; diastolic 6.88 mmHg), fasting blood glucose level (mean 13.36 mg/dL), total cholesterol (mean 28.52 mg/dL), &amp; LDL (mean 20.48 mg/dL). These results improve the annual fit-to-work status (mean 17% categoric score improvement). The annual average personal medical insurance claims decrease (Rp6.088.290,00 to Rp5.019.650,85). Discussion. Wellness programs have been shown to significantly improve employee health and productivity. These programs, which promote physical activity and gamification, have been shown to reduce body weight, waist circumference, and medical claims. Conclusion. Corporate wellness program can be the cardiometabolic disease prompt treatment. Future study should investigate in the future for analytic study about the significant relationship between the intervention carried out and an increase in work eligibility status and a decrease in insurance claims.

Review on Challenges of Nutrition Intervention Research at Workplace

Workplace nutrition interventions have become a popular approach to improving employee health and well-being. Nonetheless, such interventions require special attention to ethical aspects to ensure participant well-being, research integrity, and long-term benefits. A literature review was carried out using leading research databases, such as PubMed, Scopus, and Google Scholar. Keywords used include "ethical considerations", "workplace", "nutritional intervention", and "study". Only studies published within the last ten years were included in this review. Each study was analyzed to identify common ethical issues and actions taken to address those issues. The results of the review indicate that key ethical issues in workplace nutrition intervention studies include participant privacy and confidentiality, informed consent, balancing risks and benefits, and potential bias and conflicts of interest. Some studies suggest that employees may feel pressured to participate because of company policies or social expectations. Additionally, several studies revealed deficiencies in data protection and transparency regarding the use of participant data. From the results of the review, it is important to ensure that informed consent is provided clearly and free from pressure. Studies must also ensure the protection of participants' privacy and confidentiality. Furthermore, there is a need to carefully assess the risks and benefits of any nutritional intervention, as well as avoid potential bias in research design and implementation. This review suggests that ethics in studies of workplace nutrition interventions require significant attention. Best practices include strong informed consent, privacy protection, and careful risk evaluation.

The mediating effect of coping styles between emergency capacity and mental workload among clinical nurses: A cross-sectional study.

This study aimed to examine the relationship between emergency capacity, coping styles, and mental workload among nurses. Emergency capacity, coping styles, and mental workload are all variables associated with work. Identifying the relationship between these variables can facilitate administrators to implement tailored and effective intervention strategies to improve individual performance, quality of care, and medical safety. A quantitative cross-sectional study was carried out to investigate 605 Chinese clinical nurses in seven tertiary hospitals by using personal information form, emergency capacity scale for nurses, simplified coping skill questionnaire, and the NASA-Task Load Index. Emergency capacity and mental workload were found at moderate levels. The multiple linear regression model suggested that spinsterhood, no children, high workload, always anxiety or nervousness, and lower monthly income were the influencing factors of mental workload. Positive coping style was positively correlated with emergency capacity and negatively correlated with mental workload. Negative coping style was negatively related to emergency capacity and positively related to mental workload. Additionally, coping styles played a partial mediating role in the relationship between emergency capacity and mental workload through constructing a structural equation model, but the effects of positive coping style and negative coping style are opposite. Our results showed that coping styles played a mediating role in the relationship between emergency capacity and mental workload. Managers can alleviate the mental workload of nurses by cultivating positive coping styles and improving emergency capacity. Mental workload of nurses deserves more attention in medical institutions. The results of our study provide evidence for improving employee health, promoting positive behaviors, and optimizing organizational management. Nursing managers should take feasible measures to fulfill nurses' needs for emergency capacity and coping strategies to alleviate nurses' mental workload, so as to stimulate their intrinsic motivation and positive organizational behavior.

Health care utilization and behavior changes after workplace genetic testing at a large US health care system

PurposeThis study explored employee health behavior changes and health care utilization after workplace genetic testing (wGT). Wellness-program-associated wGT seeks to improve employee health, but the related health implications are unknown. MethodsEmployees of a large US health care system offering wGT (cancer, heart disease, and pharmacogenomics [PGx]) were sent electronic surveys. Self-reported data from those who received test results were analyzed. Descriptive statistics characterized responses, whereas logistic regression analyses explored correlates of responses to wGT. Results53.9% (n = 418/776) of respondents (88.3% female, mean age = 44 years) reported receiving wGT results. 12.0% (n = 48/399) received results indicating increased risk (IR) of cancer, 9.5% (n = 38/398) had IR of heart disease, and 31.4% (n = 125/398) received informative PGx results. IR results for cancer and/or heart disease (n = 67) were associated with health behavior changes (adjusted odds ratio: 3.23; 95% CI 1.75, 6.13; P < .001) and health care utilization (adjusted odds ratio: 8.60; 95% CI 4.43, 17.5; P < .001). Informative PGx results (n = 125) were associated with medication changes (PGx-informative: 15.2%; PGx-uninformative: 4.8%; P = .002). ConclusionThis study explored employee responses to wGT, contributing to the understanding of the ethical and social implications of wGT. Receiving IR results from wGT may promote health behavior changes and health care utilization in employees.

İŞYERİ HEKİMLİĞİ UYGULAMALARI VE ÇALIŞANLARIN İKİNCİ VE ÜÇÜNCÜ BASAMAK SAĞLIK KURULUŞLARINA YÖNLENDİRİLMESİ

Employees may need to be referred to health institutions for different indications, such as illness and rehabilitation. In Turkey, the procedure for referring cases from the workplace to health institutions is not fully defined. Learning the approaches of workplace physicians on employee referrals will determine the direction and content of future studies on this matter. This study aims to obtain information about the characteristics of workplace physicians working in Izmir province and their attitudes towards case referral to health institutions. The population of the descriptive study consisted of workplace physicians registered in Izmir Medical Chamber e-mail information network. The subjects were contacted through the information network of the Chamber, and an online questionnaire was sent. 58% of the participants stated that they participated in risk assessment studies and conducted field surveillance. 69.3% of the participants stated that they were able to conduct a pre-employment examination for all employees, and 78.4% stated that they were able to conduct periodic examinations on a regular basis. 52.3% of the participants stated that they referred patients with a preliminary occupational disease diagnosis one or more times. One-fourth of the participants stated that they could not act freely in terms of referring cases from the workplace. The examinations performed at the workplace and referral of the necessary cases to advanced healthcare centers are vital steps in protecting and improving employee health. It is crucial for the workplace physician to feel free to refer suspicious cases and to have job security against all possible consequences.

Exploring Comprehensive Approaches to Employee Health and Happiness

Purpose: This study explores comprehensive approaches to employee health and happiness within the organizational context. It aims to understand the factors influencing employee well-being and their impact on organizational effectiveness. Research Design and Methodology: The research employs a qualitative literature review methodology, involving systematic analysis and interpretation of existing studies. This approach includes data collection from various academic sources, thematic analysis, and narrative synthesis to identify key themes and patterns in literature. Findings and Discussion: The findings indicate that employee health and happiness are influenced by multiple factors such as job characteristics, social support networks, organizational policies, and leadership styles. Comprehensive wellness programs, mental health support, and stress management strategies are shown to enhance employee well-being. Additionally, supportive organizational cultures and transformational leadership contribute to positive work environments, improving employee health and happiness. Implications: The study emphasizes the importance of holistic approaches in promoting employee well-being. Organizations are advised to adopt evidence-based policies and practices that support work-life balance, employee development, and performance recognition. Further research is needed to evaluate the effectiveness of wellness interventions across diverse organizational contexts to ensure their sustainability and long-term impact.

AI-Driven Workload Optimization: Enhancing Employee Well-Being and Productivity to Promote Sustainable Economic Growth (SDG 8) in Malaysia

This study investigates the use of AI-driven workload optimization as a strategic strategy for improving employee well-being and productivity in Malaysia, consequently promoting long-term economic growth consistent with SDG 8. As Malaysian firms prioritize creating employment and economic growth, and the study highlights the significance of artificial intelligence in transforming the dynamics of the workplace. In addition, AI technology may help organizations increase resource allocation, reduce operating costs, and improve employee job satisfaction. The study uses a qualitative research methodology, which includes semi-structured interviews with managers from six different firms that have implemented AI technologies. This approach provides an in-depth analysis of the impact of AI on employee experiences and organizational performance. Furthermore, the study shows the significance of focusing on strengths development approaches that promote a supportive work environment, eventually contributing to professional as well as personal goals. Furthermore, successful implementation of artificial intelligence requires active employee participation, which helps these technologies enrich rather than reduce the abilities of humans. The thematic analysis indicates an obvious connection between effective AI use and improved employee health, job happiness, and work-life balance, all of which contribute to greater productivity and workplace morale. However, the study acknowledges limitations due to its concentrated attention on a small number of businesses, emphasizing the need for more research across many different sectors. Finally, this study recommends a balanced approach that focuses on both technological innovation and employee well-being, which is essential to Malaysia’s economic growth and sustainability in the face of rapid technological advancement and increasing employee requirements.

Predictive Modeling with AI and ML for Small Business Health Plans: Improving Employee Health Outcomes and Reducing Costs

Predictive Modeling with AI and ML for Small Business Health Plans: Improving Employee Health Outcomes and Reducing Costs

Safety culture, safety performance and financial performance. A longitudinal study

Safety Culture and managing employee relationships in a safe and socially responsible climate might help avoid risks at the workplace and reputational damage for companies. Drawing on the social approach and Occupational Health and Safety Management, this paper aims to gain further knowledge regarding the impact of safety culture through safety performance on financial performance in organisations. We test a set of hypotheses in a panel data of European companies from different activity sectors from 2005 to 2019. Our findings provide strong support for the premise that companies with policies aimed at improving employee health and safety, employee training, or having safety management systems positively influence safety performance, which in turn has a positive impact on financial performance. The development of safety culture in the company is necessary to meet the needs of employees, and thus improve safety performance. This study has implications for both theory and practice and offers some relevant implications for regulators and policy makers.

The Role of AI in Advancing Sustainable Human Resource Management Practices

Purpose of the Paper: The purpose of this research paper is to explore the potential of artificial intelligence (AI) in promoting sustainable workplaces, specifically in the context of green HR. The motivation behind this study is the growing interest in environmental sustainability and the need for organizations to adopt sustainable practices. The integration of AI in HR practices has the potential to promote sustainability and reduce the carbon footprint of organizations. Problem Identified: The problem addressed in this paper is the limited understanding of the potential of AI in promoting sustainable workplaces, specifically in the HR domain. The paper aims to provide an in-depth analysis of the potential benefits and challenges of incorporating AI in HR practices to promote environmental sustainability. Approach: The approach taken in this study involves a thorough review of relevant literature on AI, green HR, and sustainable workplaces. The paper discusses the role of AI in promoting sustainable workplaces, including identifying patterns of energy consumption and reducing waste through AI-powered energy management systems such as automated lighting and heating systems and smart building technologies. Results: The paper summarizes the benefits of adopting sustainable workplace practices, including reduced costs, improved employee health, and enhanced corporate reputation. It also highlights case studies of companies that have successfully implemented sustainable workplace practices. The challenges of adopting AI for green HR are discussed, including cost, security, and privacy concerns, and the need for skilled AI professionals. The potential impact of AI on job displacement and the need for reskilling and upskilling are also analyzed. Strategies for implementing AI for green HR are presented, including best practices for effective change management, stakeholder engagement, and collaboration with AI vendors and suppliers. The importance of ethics and transparency in AI implementation is also discussed. Conclusion: In conclusion, the paper presents key findings and recommendations for companies seeking to implement AI for green HR. It reflects on the future of AI for sustainable workplaces and potential areas for future research. The study provides valuable insights into the potential of AI in promoting sustainable workplaces and serves as a foundation for further research in this area. Keyword: AI, Human Resource, Sustainable

Mental health outcomes of hospital staff during the COVID-19 pandemic in Iran

BackgroundThe COVID-19 pandemic, which had recorded 769 million cases and resulted in 6.95 million deaths by August 2023, has put pressure on healthcare systems. Frontline medical professionals face stress, potentially leading to health challenges. This research aimed to examine the mental health of staff during the COVID-19 pandemic.MethodsThis cross-sectional descriptive-analytical study was conducted in several hospitals in Tehran, Kerman, and Golpayegan between 2021 and 2022. The study encompassed a population of 1,231 nurses and physicians. Data collection was done using the General Health Questionnaire-28 (GHQ-28). We applied the K-means clustering algorithm to unveil hidden patterns within the data and extract valuable insights from participants' responses to the GHQ-28. This method was chosen because our dataset lacked explicit labels, making grouping individuals with similar characteristics necessary. The primary aim was to delineate how the COVID-19 pandemic affected the mental health of hospital staff and identify which factors played a more significant role in this process.ResultsWe have observed that Cluster two exhibits the highest scores in response to the GHQ-28 questions, indicating a more significant degree of mental distress. Within this cluster, 83.0% of individuals identify as female, 71.0% hold bachelor's degrees and 42.8% are nurses who have experienced the most substantial impact. Among these individuals, 90.4% did not have a history of smoking. Additionally, 59.7% are married, suggesting that these mental health issues may also affect their families.ConclusionGiven that the most critical subscale is related to anxiety/insomnia within the second cluster, it is necessary to implement management plans aimed at appropriately redistributing night shifts to improve employee health.

A Study on Revolving Door of Talent and the Impact of Diversity without Inclusion from the Perspective of HR - A Challenge in Business and Economy

Abstract: Human Resource Management is a study of employing people based on the requirement of anorganization. It involves understanding the constant change of people in a business, which includes internal and external personnel. This paper talks about the role of Human Resource Management in tackling the Great Resignation. The recent challenges faced by Human Resource Management can lay anywhere from re- engaging the workforce to managing the uncertainty to improving employee health and well-being to the retention of talent. The recent trends in HR challenges, talk about the massive number of employees changing jobs more frequently than ever before. In short, the term Revolving Door of Talent is used to recognize an ongoing process of employees exiting and entering the organization concurrently. The Revolving Door of Talent is a challenge faced byemployers trying to pull a diverse talent workforce. It has been extensively documented, with studies and articles pointing out the change in values of younger generations about committing to a job that doesn’t satisfy their desire to learn and grow as an individual as well as a team. Although these findings have mentioned certain precautionary measures to avoid having a Revolving Door of Talent, it calls upon further research to fill the gaps with creating a synergetic space for both the employer and the employee.