Workforce Productivity Research Articles

Suicide Among Healthcare Workers: Risk Factors, Prevention, and Challenges

Mental health disorders, contributing considerably to the global disease burden, have seen a marked increase due to urbanization, economic challenges, and the COVID-19 pandemic. These disorders, encompassing a spectrum from anxiety to schizophrenia, significantly impact individuals' cognitive, emotional, and functional capacities, while also straining societal resources through reduced workforce productivity and escalated healthcare costs. There are multiple mental health struggles of healthcare workers which can be characterized by long hours, highpressure situations, and exposure to trauma. These occupational stressors, intensified during the COVID-19 pandemic, have heightened the prevalence of mental health issues such as depression, anxiety, burnout, and posttraumatic stress disorder among healthcare professionals. The stigma surrounding mental health in the healthcare sector, coupled with fears of professional repercussions, often dissuades workers from seeking necessary help. The pandemic has further exacerbated these challenges, leading to worsening mental health conditions. By understanding the complexities of this crisis, the paper seeks to guide policy changes and institutional initiatives that prioritize and protect the mental health of those who are devoted to the care and well-being of others.

The benefits of exclusive breastfeeding: a comprehensive literature review

This comprehensive literature review explores the multitude of benefits associated with exclusive breastfeeding for both infants and mothers. It synthesizes evidence from various studies and emphasizes the importance of exclusive breastfeeding as a global public health strategy. The review highlights the nutritional, immunological, developmental, and emotional advantages of exclusive breastfeeding for infants and mothers, including improved psychological well- being. Furthermore, it talks about the infant health benefits of exclusive breastfeeding, nutritional benefits, immune system support, optimal growth and development, and maternal benefits such as postpartum weight loss and uterine contraction and reduced health issues like breast cancer, ovarian cancer, etc. Additionally, societal implications such as reduced healthcare costs, environmental sustainability, and enhanced workforce productivity are discussed. Despite the clear benefits, challenges and barriers persist, including cultural norms, workplace pressures, and limited access to education and support. Strategies to promote and support exclusive breastfeeding involve healthcare providers, workplaces, communities, and global efforts by WHO and UNICEF, emphasizing the importance of creating a supportive environment for breastfeeding mothers.

Impact of Artificial Intelligence (AI) Technology in Healthcare Sector: A Critical Evaluation of Both Sides of the Coin.

The influence of artificial intelligence (AI) has drastically risen in recent years, especially in the field of medicine. Its influence has spread so greatly that it is determined to become a pillar in the future medical world. A comprehensive literature search related to AI in healthcare was performed in the PubMed database and retrieved the relevant information from suitable ones. AI excels in aspects such as rapid adaptation, high diagnostic accuracy, and data management that can help improve workforce productivity. With this potential in sight, the FDA has continuously approved more machine learning (ML) software to be used by medical workers and scientists. However, there are few controversies such as increased chances of data breaches, concern for clinical implementation, and potential healthcare dilemmas. In this article, the positive and negative aspects of AI implementation in healthcare are discussed, as well as recommended some potential solutions to the potential issues at hand.

Handling heatwaves: balancing thermoregulation, foraging and bumblebee colony success

Abstract Climate changes pose risks for bumblebee populations, which have declined relative to the growing frequency and severity of warmer temperature extremes. Bumblebees might mitigate the effects of such extreme weather through colonial behaviours. In particular, fanning behaviour to dissipate heat is an important mechanism that could reduce exposure of thermally sensitive offspring to detrimental nest temperatures (Tn). The allocation of workers towards fanning over prolonged periods could impact foraging activity that is essential for colony-sustaining resource gathering. Colony maintenance and growth could suffer as a result of nutritional and high ambient temperature (Ta) thermal stress. It remains uncertain whether a compromise occurs between thermoregulation and foraging under chronic, sublethal heat events and how colony success is impacted as a result. This study held colonies of Bombus impatiens at constant high Ta (25°C, 30°C or 35°C) for 2 weeks while quantifying the percentage of foragers, fanning incidence, nest temperature (Tn) and other metrics of colony success such as the percentage of adult emergence and offspring production. We found that foraging and adult emergence were not significantly affected by Ta, but that thermoregulation was unsuccessful at maintaining Tn despite increased fanning at 35°C. Furthermore, 35°C resulted in workers abandoning the colony and fewer offspring being produced. Our findings imply that heatwave events that exceed 30°C can negatively impact colony success through failed thermoregulation and reduced workforce production.

МЕТОДЫ ПОВЫШЕНИЯ ПРОИЗВОДИТЕЛЬНОСТИ ТРУДА ПЕРСОНАЛА В ГОРНО-МЕТАЛЛУРГИЧЕСКОМ КОМПЛЕКСЕ

The article is dedicated to the pressing issue of developing and implementing effective methodologies and strategies aimed at improving workforce productivity in the mining and metallurgical industry. The paper identifies the most efficient methods of managing working hours and optimizing work processes that can reduce production costs and increase productivity. It outlines motivation systems that enhance worker efficiency, examines technologies and tools being introduced in the industry enterprises to optimize work processes, assesses the impact of working conditions and the application of ergonomic principles on productivity and quality of work, and reaffirms the importance of continuous training of employees to maintain high qualification and adapt to changing market conditions. The foundation of the research is based on the analysis of successful practical cases, as well as a review of the current scientific literature on the topic.

Penerapan Sistem Manajemen Keselamatan Dan Kesehatan Kerja Di RSUD Kota Makassar

The workplace is where tasks are carried out to produce goods and services. The implementation of Occupational Health and Safety (OHS) programs in a company can support the improvement of workforce productivity, thereby yielding benefits automatically. The research population consisted of 737 individuals, namely all employees registered as hospital staff, while the research sample consisted of 10 individuals who have authority in implementing the Occupational Health and Safety Management System (OHSMS) at the Hospital in Makassar City. The research was conducted using qualitative survey methods through purposive sampling. Data were collected through interviews and direct observations. The results of this research examined commitments and policies, planning, organizing, and implementing OHS at the Hospital in Makassar City. Commitments and policies from leadership regarding OHS implementation already exist and are documented, but they have not been effectively socialized to all elements in the hospital. OHS planning at the Hospital in Makassar City has been conducted before program formulation, including data collection and priority setting. Organizing is done by forming the PK3RS organization. OHS implementation is carried out in the form of training, socialization, and provision of personal protective equipment, but still in very minimal quantities. Evaluation and review have not been carried out because the implementation of OHS at the Hospital in Makassar City has only been running for about 6 months. Recommendations for management include strengthening commitments to improve PK3RS performance, ensuring the provision of qualified PK3RS personnel, and communicating OHS to all levels of management, employees, patients, and hospital visitors.

Hybrid Workforce Optimization for Managing Remote and On-site Teams at Motherson Automotive Technologies and Engineering

This study aims to investigate the effectiveness of hybrid workforces in managing remote and on-site teams at Motherson Automotive Technologies and Engineering (MATE), Puducherry. The research will explore the challenges and opportunities associated with implementing a hybrid work model, and will propose strategies for optimizing workforce performance and productivity in this context. The study will employ a mixed-methods approach, utilizing quantitative data from employee surveys and performance metrics, alongside qualitative data from interviews with key stakeholders. The findings of this research will provide valuable insights for organizations seeking to optimize their hybrid workforces and improve team management in a remote and on-site setting.

Transdisciplinary is the new multidisciplinary: why and how can healthcare workers and managers make the shift?

Introduction: Demand for healthcare services is increasing due to the ageing population and events such as the COVID-19 pandemic. Healthcare workers and managers can respond by shifting from multidisciplinary to transdisciplinary teams, where multiple services are integrated and designed around the healthcare needs of individuals and patient groups. 
 Background: Transdisciplinary teams provide the formal structures for healthcare professionals to blur professional boundaries, share and acquire new skills and knowledge, support each other, and provide high quality patient care. Instead of organising healthcare services in silos of professional groupings, transdisciplinary teams place the patient at the centre of care. Reorganising teams around the patient can reduce duplication of healthcare services, the number of healthcare professionals delivering services, and occasions of service. Healthcare professionals gain skills, time, and the ability to support each other, which are qualities of a flexible and capable workforce.
 Aims: In this submission, we show healthcare workers and managers how co-designed transdisciplinary teams can be translated into clinical practice. We aim to explain why and how to shift from multidisciplinary to transdisciplinary teams by 1) providing clinical evidence demonstrating how transdisciplinary teams can improve person-centred care and the healthcare workforce; and 2) sharing practical learnings when planning a transdisciplinary team.
 Methods/engagement: At the Mater Hospital Brisbane, assessment processes were reorganised around patients experiencing stroke symptoms. A transdisciplinary assessment was co-designed by allied health professionals, nurses, and managers where tasks and questions were integrated from occupational therapy, physiotherapy, speech pathology, social work, and nursing. A clinical mixed methods study evaluated the transdisciplinary assessment compared to usual multidisciplinary assessment. Patients and staff were also consulted during the clinical study via surveys and fortnightly meetings.
 Results/impact: All occupational therapists and physiotherapists completed transdisciplinary competency training, which improved staff availability and flexibility to comprehensively assess patients. Use of a transdisciplinary assessment resulted in a time saving of approximately 53 minutes per assessment, which indicated improved workforce productivity and capacity. The time saved could be reallocated to increasing rehabilitation time, or to an extra occasion of service to the same or other patients. Additionally, staff reported that the transdisciplinary assessment “saves time and helps staff manage clinical workloads by reallocating resources across teams” and resulted in an “agile workforce”. 
 Learnings/next steps: To co-design and shift from a multidisciplinary to transdisciplinary team, stakeholder consultation was imperative to ensure comprehensive planning and barrier identification. Addressing barriers when shifting to a transdisciplinary team involved behaviour change from staff. For example, a lack of confidence in the skills of another professional, or a lack of willingness to share skills could impede transdisciplinary efforts. To negotiate these barriers, it was essential to establish clear competency training requirements and educate staff on the purpose of transdisciplinary teams for improving patient care and workforce capacity. To translate transdisciplinary teams into other healthcare settings internationally, we propose the practice guidelines: 1) key stakeholders should be consulted to co-design the transdisciplinary team, identify and address implementation barriers; 2) competency training is required; and 3) staff education on transdisciplinary teams is required.

Natural History of Influenza B Virus-Current Knowledge on Treatment, Resistance and Therapeutic Options.

Influenza B virus (IBV) significantly impacts the health and the economy of the global population. WHO global health estimates project 1 billion flu cases annually, with 3 to 5 million resulting in severe disease and 0.3 to 0.5 million influenza-related deaths worldwide. Influenza B virus epidemics result in significant economic losses due to healthcare expenses, reduced workforce productivity, and strain on healthcare systems. Influenza B virus epidemics, such as the 1987-1988 Yamagata lineage outbreak and the 2001-2002 Victoria lineage outbreak, had a significant global impact. IBV's fast mutation and replication rates facilitate rapid adaptation to the environment, enabling the evasion of existing immunity and the development of resistance to virus-targeting treatments. This leads to annual outbreaks and necessitates the development of new vaccination formulations. This review aims to elucidate IBV's evolutionary genomic organization and life cycle and provide an overview of anti-IBV drugs, resistance, treatment options, and prospects for IBV biology, emphasizing challenges in preventing and treating IBV infection.

Exploring the Nexus Between Human Resource Management (HRM) and Enterprise Resource Planning (ERP) in Manufacturing: A Comprehensive Examination of Strategies, Challenges, and Integration Dynamics

Purpose: The purpose of this paper is to explore the intricate interrelationship between Human Resource Management (HRM) and Enterprise Resource Planning (ERP) in the dynamic landscape of the Manufacturing Industry. The primary objective is to unravel the synergies, challenges, and integration dynamics that coexist at the convergence of HRM and ERP systems, providing insights into their reciprocal influences and shared strategic objectives. In the manufacturing sector, characterized by the imperatives of efficiency, coordination, and adaptability, a nuanced understanding of the interplay between HRM and ERP is indispensable for organizational triumph. The lecture offers a thorough analysis of the strategies deployed to align HRM practices with ERP systems, accentuating their combined impact on workforce management, operational processes, and overall business performance. Additionally, by scrutinizing the inherent challenges in harmonizing HRM and ERP within the manufacturing context, this lecture endeavors to furnish insights that can guide strategic decision-making. Participants will acquire a discerning comprehension of integration dynamics, enabling them to adeptly navigate complexities and capitalize on opportunities for synergy between these pivotal components of organizational management. Ultimately, the aim is to empower professionals and scholars with knowledge contributing to the optimization of HRM and ERP practices in the continually evolving landscape of the Manufacturing Industry. Design: In this lecture, we employed the case study method within a descriptive research design to delve into the dynamics of the manufacturing industry. The research methodology involved the collection and analysis of secondary data, unveiling crucial insights into the factors influencing the manufacturing landscape. By adopting a comprehensive approach, we aim to unravel the multifaceted aspects shaping the industry's trajectory. The utilization of the case study method allows us to explore real-world scenarios and draw meaningful conclusions about the various factors impacting the manufacturing sector. Through the lens of descriptive research, we seek to provide a nuanced understanding of the challenges, opportunities, and key drivers that characterize this dynamic and vital economic domain. Findings: The exploration of HRM and ERP in Manufacturing unveils significant findings. Strategic alignment between HRM and ERP systems enhances workforce productivity and operational efficiency. Challenges emerge in reconciling diverse data structures and adapting HRM modules to specific manufacturing needs. Integration dynamics show that successful implementation requires a holistic approach, emphasizing communication, training, and continuous evaluation. The interdependence of HRM and ERP is pivotal for optimized organizational performance in manufacturing, emphasizing the need for adaptable strategies that navigate challenges while fostering seamless integration. Originality/value: This study includes a detailed analysis of the Exploring the Nexus between Human Resource Management (HRM) and Enterprise Resource Planning (ERP) in Manufacturing: A Comprehensive Examination of Strategies, Challenges, and Integration Dynamics Paper Type: Conceptual Research.

Factors Affecting Work Productivity among Employees in the Business Process Outsourcing (BPO) Industry

Employee productivity is influenced by a variety of factors. Productivity is essential for increasing employees’ performance, which contributes to organizations’ success. This study examines how work environment, work load, and supervisor support influence workforce productivity. Although several previous studies have investigated the factors influencing productivity, this study concentrates on three particular areas: workload, supervisor support and work environment. The primary data was gathered from business process outsourcing (BPO) employees, and an adapted questionnaire was distributed. A total of 100 business process outsourcing employees in Davao City completed the survey. The findings showed that a safe working place, workload, and the support of supervisor influenced the productivity of BPO employees. A p-value of < 01 indicates an association between a safe work environment, workload, and supervisor support and employee productivity. These results conclude that work environment, workload and supervisor support are positively influential on employee productivity among the BPO employees who participated in this study.

Job Satisfaction in South Africa: The Quest for Job Quality

Job satisfaction is a key determinant in ensuring and maintaining a productive workforce. It is an outcome of the interaction between individual personal characteristics, work values, needs and expectations on one hand and work rewards or outcomes on the other hand. Job quality, in turn, ensures decent working conditions and livelihoods for workers. In this study, we investigated the distribution and determinants of job satisfaction of employed workers in South Africa, drawing on data collected through nationally representative surveys on social attitudes conducted in 2005 and 2015. The findings indicate that what workers seek (value) in a job exceeds their actual experience (outcomes), although the gap between expectation and outcome in the baseline survey has narrowed in the end-point survey. Furthermore, workers tend to favour job outcomes and rewards that are extrinsic in nature over intrinsic ones in current labour market conditions, yet shifts are discernible over time. Where extrinsic needs are satisfied, the importance of intrinsic ones increases.

Productivity-adjusted life-years and correlates of uncontrolled hypertension at two health facilities in Zambia.

Hypertension has in the recent past surfaced as one of the conditions that has a significant impact on workforce productivity in emerging economies. Zambia is no different and has in the recent past recorded increasing cases. Despite the impact of hypertension being of great importance in regards to productivity, we have scarcity of data and studies on hypertension-related Productivity-Adjusted Life-Years (PALYs) in Zambia and Africa at large. This study assessed the impact of hypertension on PALYs lost and socioeconomic factors associated with nonadherence to antihypertensive medication (NATAM). This was a cross-sectional study of 198 participants from Livingstone University Teaching Hospital and Maramba Clinic situated in Livingstone, Zambia. Structured questionnaires were used to collect data. Productivity index multiplied by years lived was used to calculate PALYs and descriptive statistics were used to summarize sociodemographic, clinical and economic variables. Multivariable logistic regression was used to determine factors associated with NATAM. The participants had a median age (interquartile range (IQR)) of 49 years (41, 59) and 60.1% (n = 119) were females while 39.9% (n = 79) were male. Our estimated PALYs lost per person due to hypertension were 0.2 (IQR 0.0, 2.7). Cumulative PALYs value lost due to the burden of hypertension was estimated to be at $871,239.58 in gross domestic product (GDP). The prevalence of NATAM was 48% (n = 95). The factors that were significantly associated with NATAM were age (odds ratio (OR) 0.94; 95% confidence interval (CI) 0.90, 0.98), female sex (OR 2.52; 95%CI 1.18, 5.40), self-employment (OR 2.57; 95%CI 1.02, 6.45) and absenteeism from work (OR 3.60; 95%CI 1.16, 11.22). Findings in our study highlight a high economic loss of PALYs due to hypertension with a potential to impact GDP negatively. We also found that NATAM reduced productivity and income among individuals of working age further impacting PALYs lost due to hypertension. The factors associated with NATAM were age, sex, employment status and absenteeism from work. This study underscores the need for interventions targeting young people, females, self-employed individuals, and absentees at work to improve adherence to antihypertensive drugs in order to reduce PALYs lost due to hypertension.

UNRAVELING CAREER DEVELOPMENT PRACTICES AND EMPLOYEE ENGAGEMENT IN SOUTH AFRICAN LOGISTICS COMPANIES

This study delves into the dynamics of career development practices and employee engagement within logistics companies in Durban City, South Africa. Employing a descriptive-correlational research design, the investigation sought answers to key questions regarding the extent of career development practices, the levels of employee engagement, and the relationship between these two critical aspects. The study focused on a sample of 215 employees from five logistics companies in Durban City, South Africa, employing a stratified random sampling approach tailored to the unique characteristics of each company. Primary data collection was conducted through a structured questionnaire, validated for content relevance and reliability, ensuring the instrument's consistency. Ethical principles, including informed consent, anonymity, voluntarism, and confidentiality, were rigorously upheld throughout the study. Data analysis utilized weighted mean and Pearson correlation as statistical tools. The main findings reveal a significant gap in the implementation of career development practices, particularly in essential areas such as career planning, succession planning, and career training. These deficiencies, reflected in low average weighted means, call for strategic interventions to address critical aspects of employee growth and development. Additionally, the study identifies suboptimal levels of cognitive, behavioral, and emotional engagement among employees in logistics companies, emphasizing the need for comprehensive enhancement. A noteworthy discovery is the strong positive correlation between career development practices and employee engagement, highlighted by a robust Pearson Correlation of .887. This statistically significant relationship underscores the interconnectedness of these factors, suggesting that addressing identified gaps in career development practices could catalyze improvements in overall employee engagement within logistics companies. In conclusion, these findings collectively advocate for the enhancement of career development practices as a catalyst for improving employee engagement, fostering a more dynamic and productive workforce. The study's recommendations include the implementation of comprehensive career development programs, prioritization of engagement initiatives, and the integration of technological solutions for career training. These strategies, tailored to the evolving business landscape, hold the potential to contribute to the overall success and sustainability of logistics companies in South Africa.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0012/a.php" alt="Hit counter" /></p>

Bolstering employee relations in a public sector undertaking: validation of CODE and PLE model

PurposeThe purpose of this research is to examine the relationship between employer and employees in a public power sector undertaking through the validation of CODE (compensation, organizational justice, dispute resolution and employee empowerment) and PLE (workforce productivity, employee loyalty and employee engagement) model.Design/methodology/approachA hypothesized research model was developed and validated by using structural equation modeling (AMOS 20). In total, 303 responses were accumulated by administering a structured questionnaire among the employees of a state-owned power sector.FindingsThe results revealed that a harmonious climate of employee relations is prevailing in the public power utility. Additionally, the findings suggest that the CODE and PLE model of employee relations are found to be positive and significant by investigating the impact of compensation, organizational justice, dispute resolution and employee empowerment as the predictors; and workforce productivity, employee loyalty and employee engagement as the critical outcomes of employee relations.Practical implicationsThe study recommends some plausible insights for practitioners, decision-makers and policy formulators to develop strategies and policies for nurturing congenial employee relations and also to cultivate a facilitative work environment for generating contented and competent manpower.Originality/valueValidation of CODE and PLE model of employee relations in the new perspective of power sector undertaking is an epoch-making and novel contribution that offers significant empirical evidence to the extant literature. Moreover, the exploration of employer–employee relations in this context is a unique and innovative effort toward existing research.

Leading well and staying psychologically healthy: the role of resources and constraints for managers in the healthcare sector

PurposeMaintaining a healthy and productive workforce is a challenge for most organizations. This is even truer for health organization, facing staff shortages and work overload. The aim of this study is to identify the resources and constraints that influence managers' mental health and better understand how they are affected by them.Design/methodology/approachA qualitative approach was chosen to document the resources, the constraints as well as their consequences on managers in their day-to-day realities. The sample included executive-, intermediate- and first-level managers from a Canadian healthcare facility. A total of 62 semi-structured interviews were conducted. The coding process was based on the IGLOO model of Nielsen et al. (2018) to which an employee-related level was added (IGELOO).FindingsResults highlight the importance of considering both resources as well as constraints in examining managers' mental health. Overarching context, organizational constraints and the management of difficult employees played important roles in the stress experienced by managers.Practical implicationsThe results offer a better understanding of the importance of intervening at different levels to promote better organizational health. Results also highlight the importance of setting up organizational resources and act on the various constraints to reduce them. Different individual strategies used by managers to deal with the various constraints and maintain their mental health also emerge from those results.Originality/valueIn addition to addressing the reality of healthcare managers, this study supplements a theoretical model and suggests avenues for interventions promoting more sustainable organizational health.

Derivation of Optimum Outfit Density for Surface Warships based on the Analysis of Variations in Work Content and Workforce Density and Productivity with Ship Size

The potential impact of a ship’s outfit density on the labor hours required for production, sustainment, and upgrade has been discussed within the domain of warship design for decades. For fixed ship mission, systems capabilities, crew size, specification complexity and maturity, other producibility characteristics, and work schedule, as a ship’s size varies, required production labor hours are impacted in two ways—first by a change in work content and second by a change in worker productivity with available space. Because these impacts are inversely related, there exists an optimum ship size and outfit density that minimizes required labor hours. This paper describes an analysis of optimum outfit density to minimize production labor hours for complex modern surface combatants. The key relationship between available space and worker productivity is defined based on data from multiple industries. This relationship is then used along with knowledge of surface combatant design and shipbuilding processes and production labor requirements to identify an optimum range of overall outfit density to target during ship design. This derived optimum range is validated with other related research and reference to the outfit densities of existing modern surface combatants and what is known about their ease of build. Also discussed are 1) alternative ship design and production paradigms that might allow for ships with higher outfit densities while maintaining efficient production, maintenance, and upgrade and 2) implications of the relationship between available worker space and worker productivity for shipyard planning and work execution.

Covid- 19 Pandemisi Süresince Uzaktan Çalışma Mekanlarının Araştırılması

The business world has experienced a pandemic for three years, affecting the workforce's productivity and efficiency. Since workers' well-being and satisfaction are crucial to effective workforce management, organizations and authorities make the employee's well-being and satisfaction the primary target to be achieved even in the post-pandemic period. Many countries and organizations have developed strategies to meet the emerging requirements of the business world. Like other countries, many of the workgroups in Türkiye were also forced to adopt working-from-home (WFH) practices. Although a substantial number of research studies were conducted for investigating well-being and productivity, there is still a need for empirical studies investigating WFH satisfaction and the well-being of workers to be used as a reference and guide for research. A survey was designed and implemented among employees from Türkiye to inspect and measure negative and positive relations between the physical work environment, well-being, and satisfaction of WFH workers. Regarding the range of participants, the survey results could be generalized to illustrate challenges, conditions, and aspects of working-from-home practices in Türkiye to define remote working spaces.

Preparing for the Future of Work: How HR Tech is Shaping Remote Work

The evolving landscape of work has witnessed a paradigm shift with the burgeoning adoption of remote work, a trend significantly accelerated by global events such as the COVID-19 pandemic. This paper delves into the intricacies of this phenomenon, dissecting the role of Human Resource (HR) technology in molding the future of remote work. A comprehensive journey, exploring the rise and current state of remote work, backed by pertinent trends and statistics, while illuminating the indispensable role of HR tech tools such as collaboration platforms, cloud-based HRIS, and employee engagement solutions. The manifold benefits of integrating HR technology in remote work environments are discussed, highlighting increased efficiency, enhanced employee experience, and access to a global talent pool. Conversely, Scrutinize the challenges and considerations essential for successful implementation, emphasizing data security, tool integration, and equitable access. Best practices are laid out to optimize the use of HR tech in remote settings, ensuring a seamless, inclusive, and secure work environment. Through illustrative case studies, the paper provides real-world insights into successful HR tech adoption. Looking ahead, explore emerging trends and the anticipated evolution of HR roles in remote work, concluding with a call to action for organizations to proactively embrace and optimize HR tech in their remote work strategies. This paper serves as a comprehensive guide for HR professionals and business leaders aiming to navigate the complexities of remote work while harnessing the power of HR technology to foster a resilient, engaged, and productive workforce.

Designing a virtual cellular manufacturing system with route selection and workers’ considerations: A multi-objective robust possibilistic model

In today’s economy, the necessity for responsiveness to variations in customers’ permanent requirements is increasing significantly. Achieving immediate response or success in the competitive market requires boosting flexibility, agility, and efficiency in utilizing available production equipment and workforce. Implementing a Virtual Cellular Manufacturing System (VCSM) prevents the reconfiguration costs and is suitable for many systems where the machines are not removable. Owing to the significant role of human resources in VCMS, this paper assigns the workers based on their skills, interest in cooperation, and workload balancing among cells. The considerable novelty is balancing physical and time workloads simultaneously. Another strength of this research is the consideration of various routes to process each part. A comprehensive linear multi-objective mathematical model is developed for a virtual cellular manufacturing system. This paper develops the model by stating social and technical dimensions, which minimize exceptional elements and voids, maximize the workers' interest in cooperation, and minimize workload deviation. Stemming from uncertain parameters, a robust possibilistic approach is addressed. Due to the multi-objective model, the multi-choice meta-goal programming with the utility function is applied. Afterward, a real-case study is presented to validate the model. Eventually, the outcomes and sensitivity analysis are brought up.